Episode 294- Will Lukang On How To Achieve Organizational Excellence

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[SPEAKER_00]: Welcome to Wealth the Academy podcast.

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[SPEAKER_00]: Thanks for tuning in to listen to this dynamic and insightful podcast with host Paul Lawrence Van.

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[SPEAKER_00]: Paul and his guests provide content rich information that will enhance your knowledge.

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[SPEAKER_00]: Enjoy this episode.

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[SPEAKER_01]: Good day, good way everyone out.

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[SPEAKER_01]: Your host Paul Lawrence Van with Wealth the Academy podcast.

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[SPEAKER_01]: We have an exciting

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[SPEAKER_01]: exciting session today.

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[SPEAKER_01]: This particular episode includes an amazing, amazing leadership expert award winning Arthur.

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[SPEAKER_01]: Leadership coach and much much more.

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[SPEAKER_01]: We're going to get into that.

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[SPEAKER_01]: But before we get started, I'm going to introduce him.

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[SPEAKER_01]: Will, who came?

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[SPEAKER_01]: How are you doing today, my friend?

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[SPEAKER_02]: Thank you for having me.

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[SPEAKER_02]: I'm really excited to have a conversation with you.

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[SPEAKER_02]: It's an honor to be on your show.

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[SPEAKER_01]: Yes, it's honored to have you here.

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[SPEAKER_01]: And of course, we know our friends from the mega hub, global mega hub, but also watching this.

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[SPEAKER_01]: And we thank them as well.

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[SPEAKER_01]: So really quickly, before we get started, I want you to learn more about Will.

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[SPEAKER_01]: And you, of course, can see this live here on the live stream at LinkedIn.

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[SPEAKER_01]: That's about links throughout social media and on the LinkedIn account.

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[SPEAKER_01]: And also, if you want to call in and ask a question, you can do so here.

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[SPEAKER_01]: And I provided that particular link on social media as well.

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[SPEAKER_01]: And you can come into the virtual studio, ask your question.

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[SPEAKER_01]: We're bringing on ask your question.

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[SPEAKER_01]: And then then we can, we'll put you out and we'll can answer that question.

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[SPEAKER_01]: So feel free to do that.

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[SPEAKER_01]: Let's not be shy people.

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[SPEAKER_01]: Let's not be shy.

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[SPEAKER_01]: Let's get involved.

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[SPEAKER_01]: So we'll look at is a dynamic leadership development expert and executive coach.

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[SPEAKER_01]: And he's on a mission to empower leaders at the most critical moment.

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[SPEAKER_01]: right now with a laser focus on the session planning, cultural transformation and my set mastery will bring over two decades of experience and help it organization strive to customize coaching, assessments, strategic retreats and leadership development programs and he leads in his co-founder of K-Rose Executive Programs and

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[SPEAKER_01]: Without further ado, I want to introduce you to him.

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[SPEAKER_01]: We're going to cover some really amazing topics and we'll be glad you're along for the journey.

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[SPEAKER_01]: So we'll let's get started and one of the first questions I want to ask you about is about you and where did you go up and then how did you get involved in the leadership space itself?

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[SPEAKER_02]: I'll bring you way, way, way, way back.

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[SPEAKER_02]: I love it.

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[SPEAKER_02]: I was born and raised in the Philippines.

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[SPEAKER_02]: My parents were from China.

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[SPEAKER_02]: My dad, my grades of Philippines when he was very young, seventeen years old, I remember.

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[SPEAKER_02]: And my mom, my grandparents moved from China to the Philippines.

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[SPEAKER_02]: So I was born and raised in Philippines grew up working in our family convenience store.

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[SPEAKER_02]: It's a very small store in the marketplace.

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[SPEAKER_02]: And I grew up watching my dad and it's interesting because

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[SPEAKER_02]: A lot of what I, aside became an adult and working in corporation, a lot of what I learned as leadership are the things that I learned from my dad.

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[SPEAKER_02]: My dad leading by example, treating people with respect, empathy, and making sure that he worked alongside his people.

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[SPEAKER_02]: Or the things that when I realized those are leadership traits, he never told me those are leadership.

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[SPEAKER_02]: But he embodied and he modeled them.

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[SPEAKER_02]: And as I remember what he was doing, even when I was growing up, I loved to observe how he conducts himself.

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[SPEAKER_02]: And I always said, I want to do that.

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[SPEAKER_02]: I want to emulate that because I think that's a good one.

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[SPEAKER_02]: That's a good thing to do with your people.

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[SPEAKER_02]: And those are the things I took away.

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[SPEAKER_02]: And when I had the opportunity

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[SPEAKER_02]: to lead a team which I didn't really I didn't think about that when I started my career at the opportunity a year and a half into it almost two years I was asked to be the team lead.

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[SPEAKER_02]: I had to drill from my experience from observing my dad and working with my dad.

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[SPEAKER_02]: So, way of helping me transition to be a leader.

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[SPEAKER_01]: Yes, that's fantastic.

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[SPEAKER_01]: I tell you, our story is very similar because I started out now where family's grocery store as well.

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[SPEAKER_01]: So, we have connection here.

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[SPEAKER_01]: Well, but your father led by example.

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[SPEAKER_01]: And he modeled that and you picked that up and ended up in this space, which is one of the best spaces there are, which is leadership.

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[SPEAKER_01]: So you said that now is the perfect time to develop leadership capability.

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[SPEAKER_01]: Why is timing so critical in today's business landscape will?

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[SPEAKER_02]: I think that as we leave in a global economy, and everything is more intertwined and interconnected.

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[SPEAKER_02]: Therefore, it creates a lot of pressure for everyone to actually work in this environment.

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[SPEAKER_02]: So we need leader.

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[SPEAKER_02]: They're ready to actually step in, be an empathetic leader to their team, showing compassion, and leading by example, especially, I think the one thread that I even thought about my book was character.

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[SPEAKER_02]: We need to lead with character.

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[SPEAKER_02]: Now, more than ever, we needed to do that because of the interconnected society that we work with.

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[SPEAKER_02]: Globes were truly a global economy.

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[SPEAKER_02]: In the past, you could do things on your own, in your local region, and that might work.

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[SPEAKER_02]: But now that we work with people all over the world, we work in different time zone.

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[SPEAKER_02]: We need to be mindful about how we could best

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[SPEAKER_02]: percent ourselves and how do we best serve other people?

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[SPEAKER_02]: Therefore, I believe that now is, you know, the right time.

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[SPEAKER_02]: In fact, two years ago was the right time.

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[SPEAKER_02]: However, if you didn't do that two years ago, as there's a saying about planting a tree, the best time to plant a tree was ten years ago.

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[SPEAKER_02]: But if you didn't do that ten years ago, today is the best way to start, the best time to start.

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[SPEAKER_01]: Absolutely.

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[SPEAKER_01]: And you're absolutely right because now is definitely that time because

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[SPEAKER_01]: We've went through the financial set back in oh nine, and that time framed in COVID in twenty to twenty two.

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[SPEAKER_01]: And now we're going through a changes here in the US and globally around the world.

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[SPEAKER_01]: So in order for people to really do a great job.

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[SPEAKER_01]: Productivity increased that revenue and retained top talent.

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[SPEAKER_01]: It has to take place now.

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[SPEAKER_01]: Absolutely.

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[SPEAKER_01]: So how do you tell our leadership development and coaching to meet the unique culture and needs of an organization because organizations are very dynamic.

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[SPEAKER_01]: And I repeat that how do you tailor leadership development and coaching to meet the neat culture and these organizations?

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[SPEAKER_02]: I think that's a very good question.

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[SPEAKER_02]: And from our perspective, it's start with a conversation.

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[SPEAKER_02]: We don't just come to you and say, we have the following, you know, fear of programs that we offer.

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[SPEAKER_02]: And here's what you should use.

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[SPEAKER_02]: What we do is we come and sit with you and have a conversation around

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[SPEAKER_02]: the opportunity that you're currently working on and the challenges that are preventing you from moving the needle in the right direction.

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[SPEAKER_02]: And based on those conversations, we would then tailor and adjust our program accordingly to then offer those as a suggestion to our client.

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[SPEAKER_02]: We don't come with here's five, five, five, five level here's how many coaching we need to do.

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[SPEAKER_02]: We want to make sure we're empathetic to our clients need and therefore listening and understanding what they're going through.

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[SPEAKER_02]: And what are the things that they needed in order to help them move the needle in the right direction is our approach.

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[SPEAKER_01]: Yes, that's that's outstanding and definitely want to take I know today's leaders.

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[SPEAKER_01]: They have their plates for as a result of the dynamics that are taking place in in the economy.

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[SPEAKER_01]: in the work processes and procedures and being able to provide that those particular programs and systems to them is very critical because employees that believe at six to seven percent are considering going to a new organization.

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[SPEAKER_01]: and being able to retain them as one of the key aspects that they have to take.

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[SPEAKER_01]: So let's accelerate just a bit and talk about something that a lot of companies really don't do, especially small companies.

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[SPEAKER_01]: But the session planning is one of your specialties, well, what are the most common blinds by companies have in this particular area?

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[SPEAKER_02]: I think the first one that we talk about is, you know, waiting until it's urgent.

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[SPEAKER_02]: Exactly.

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[SPEAKER_02]: Assuming that all my employee are happy and they're staying with me forever.

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[SPEAKER_02]: That's not the reality.

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[SPEAKER_02]: In fact, if you have people or a high performer, chances are a lot of people are reaching out to them.

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[SPEAKER_02]: Having a conversation, giving them an offer, giving them suggestion, a lot of people are reaching out to them.

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[SPEAKER_02]: So waiting till it's urgent,

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[SPEAKER_02]: and it's too late by the time the person make a decision to leave, that's too late.

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[SPEAKER_02]: The number two mistakes people do is if someone leaves, I hire someone, that means I'm good.

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[SPEAKER_02]: Well, it's one thing you're able to hire a replacement.

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[SPEAKER_02]: It's another thing that the person had the knowledge to be productive.

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[SPEAKER_02]: I think that's another key.

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[SPEAKER_02]: And the third one that I love to use a lot is, you know,

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[SPEAKER_02]: Having person on the ground working and not focusing on knowledge transfer, it's a big risk.

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[SPEAKER_02]: Even though things are going well, one of the things we always implement is a knowledge transfer, a knowledge transfer plan.

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[SPEAKER_02]: It's not a plan because you want to push someone out.

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[SPEAKER_02]: It's actually a plan where we position and tell the subject matter expert that, and this one approach we use is the thirty, seventy, thirty rule.

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[SPEAKER_02]: If you're the expert, I would cover you for seventy percent of the knowledge and Mary would cover thirty percent of your knowledge.

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[SPEAKER_02]: And the reason why that's important is because if we know what you're doing and we're familiar, when you go on vacation, I'm not going to give you a call.

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[SPEAKER_02]: There's no like

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[SPEAKER_02]: Hey Paul, we have a problem.

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[SPEAKER_02]: Can you love them and take a look at it?

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[SPEAKER_02]: No, we don't want that.

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[SPEAKER_02]: We want people to take their vacation and enjoy their vacation.

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[SPEAKER_02]: So therefore, the seven, thirty rule meant, I know, seventy percent of what you know, the best I could.

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[SPEAKER_02]: Mary knows thirty percent of what you know.

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[SPEAKER_02]: So when you go on vacation for a week, you shouldn't be hearing from us unless Will and Mary didn't know what to do.

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[SPEAKER_02]: It's actually.

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[SPEAKER_02]: And to me, it's very important concept of knowledge transfer.

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[SPEAKER_02]: So don't wait till something happened and scramble because the process leaving and common, that's very common where people wait knowledge transfer when people are leaving.

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[SPEAKER_01]: Yes.

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[SPEAKER_01]: And plus I provide that continuity.

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[SPEAKER_02]: Yes.

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[SPEAKER_01]: It's gone to do it.

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[SPEAKER_01]: And then when it looks at influence, a really great leader, influential leader would train and develop other employees within the organization, whether it's a manager and aren't the employees as well.

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[SPEAKER_01]: And that really helps give them a competitive advantage amongst their competition in their industry, which also helps.

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[SPEAKER_01]: So the succession planning is not an option is really an imperative.

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[SPEAKER_02]: Yes, it is an imperative, and I hope anyone listening out there, if you have not, you know, created a plan, start creating a plan, work, work with, whoever you believe can help you, you know, if you need help, we could come and help you too.

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[SPEAKER_02]: But start today, think about it today, make decision today, because you'll be more prepared in the future when something happens.

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[SPEAKER_01]: Definitely definitely.

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[SPEAKER_01]: And I can remember putting together my business plan, and that was actually one of the questions.

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[SPEAKER_01]: Succession planning, who would it something happen to you or you decide to step down, who would replace you?

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[SPEAKER_01]: And that's that's a very important question for many organizations to answer.

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[SPEAKER_01]: So will thank you so much for that.

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[SPEAKER_01]: Now, will can you explain how microhabits make a big difference in long-term or leadership effectiveness?

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[SPEAKER_01]: I'm really, really looking forward to how you explain this and I'll repeat it.

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[SPEAKER_01]: Can you explain how microhabits make a big difference in long-term or leadership effectiveness?

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[SPEAKER_02]: I was first explained what the microhabit is.

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[SPEAKER_02]: A microhabit is something that you do that takes a shorter time to get done.

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[SPEAKER_02]: It could be, I have four microhabits when I wake up.

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[SPEAKER_02]: The first thing I do is I make my bed because when you make your bed and you come home, even if you're about day, you came home to a make bed.

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[SPEAKER_02]: And that's the best feeling, sleeping at night on a made bed.

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[SPEAKER_02]: That's microhabit.

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[SPEAKER_02]: I think it's something that you do.

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[SPEAKER_02]: It should take a short time, right?

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[SPEAKER_02]: And it helps create that discipline.

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[SPEAKER_02]: If you do it over a course of six to ten weeks, it becomes part of you.

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[SPEAKER_02]: The second microhabit I do is I do a gratitude prayer.

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[SPEAKER_02]: It's important to your brain could only hold the passive thought or the negative thought.

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[SPEAKER_02]: I don't want to give it a chance to have a negative thoughts, so when I get wake up in the morning, make my bed, my second microhabit is gratitude prayer, thanking God for the gift of new day that I don't deserve.

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[SPEAKER_02]: And therefore, I put positive thought in my brain, and I start with almost a hundred percent in my gasoline, gas time.

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[SPEAKER_02]: And then the third one is I drink a glass of water.

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[SPEAKER_02]: And the fourth microhabit I did is I exercised twenty-five to thirty minutes every morning.

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[SPEAKER_02]: I have a kennel well in my, you know, my bathroom and I do all my exercise there.

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[SPEAKER_02]: I don't need to go to gym, not no fancy equipment, just a kennel and a couple of dumbbells and I do all the exercise.

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[SPEAKER_02]: And microhabit is important in leadership because if you develop a habit like learning, I develop my microhabit and learning for probably about fifteen years now.

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[SPEAKER_02]: Every night, a couple nights a week, I would spend about an hour.

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[SPEAKER_02]: by myself around ten o'clock eleven o'clock away from the family they're they're doing their own thing I'm studying I'm learning something I'm learning something new and I developed that and over time it stick with me it becomes something that that I look forward to and if I'm on vacation I couldn't really go spend time by myself and read something I'll bring a book and I'll read a book before I go to bed so those those micro habits are things that you could develop that build muscle memory for you

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[SPEAKER_02]: And they become part of you.

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[SPEAKER_02]: And why that's important for leadership, for leadership, you cannot perform an anti-cup.

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[SPEAKER_02]: You cannot lead people when you are not so much knowledgeable, but competent in them.

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[SPEAKER_02]: Yes, yes, yes.

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[SPEAKER_02]: You need to build this competency where you're able to serve them and really leadership is service, right?

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[SPEAKER_02]: Leadership is impact.

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[SPEAKER_02]: And therefore, developing this micro habit, smolting that you do throughout your day or your time, that develop that muscle memory, that enable to be second nature for you and develop your competency to help other people and serve your people.

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[SPEAKER_01]: Yes.

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[SPEAKER_01]: And we have a comment to hear by Jenny and she states, I love microhabit concept.

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[SPEAKER_01]: Thank you so much for that Jenny and she's I'm able to see that coming in from a LinkedIn.

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[SPEAKER_01]: So we're glad to have you here, but you absolutely right will because what I see is mind, body, spirit and soul.

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[SPEAKER_01]: If you get up into more and say that prayer, we don't want to take anything for granted.

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[SPEAKER_01]: Exactly.

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[SPEAKER_01]: A granite.

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[SPEAKER_01]: And then you get that physical exercise.

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[SPEAKER_01]: We all need that we will create it to do that.

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[SPEAKER_01]: And so all of these four micro habits that you shared is very important, especially for a leader.

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[SPEAKER_01]: And I'm going to support Jenny and say, I love micro habit concept.

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[SPEAKER_01]: Thank you so much for that, Jenny.

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[SPEAKER_01]: So let's thank you very much.

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[SPEAKER_01]: And I think that that's just one of the most important things you're saying right here will because you're looking at a three hundred and sixty degree perspective of an individual that happens to be a leader who wants to be a very effective leader with high impact.

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[SPEAKER_01]: So it's very important.

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[SPEAKER_01]: Now you work with both individuals as well as groups.

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[SPEAKER_01]: How does the coaching dynamic shift between these particular formats?

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[SPEAKER_01]: If you can share just a bit, we know you work with some organization's corporation small businesses, but you also can work with individuals.

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[SPEAKER_01]: If you can share the difference between the two different formats, if you will, the audiences.

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[SPEAKER_02]: For me, coaching an individual is ensuring that I hold the space for that individual and everything we talk about is related to that one person, what that person wants and helping that person come up with the answer that they need it to in order to solve the problem.

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[SPEAKER_02]: But coaching a group is a bit different.

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[SPEAKER_02]: A coaching a group is more on focusing

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[SPEAKER_02]: It's, in many ways, I look at this organizational, you know, organizational coaching, right dynamic coaching.

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[SPEAKER_02]: You coaching a team for a particular

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[SPEAKER_02]: thought, particular challenge, particular opportunity that they're working with.

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[SPEAKER_02]: Therefore, it's not more on that personal dynamics anymore.

17:48.965 --> 17:50.345
[SPEAKER_02]: It's more on holistic.

17:50.445 --> 17:55.288
[SPEAKER_02]: What this team is facing and how this team might be able to move the needle into the right direction.

17:55.708 --> 17:58.830
[SPEAKER_02]: But the practice is saying, don't give them answer.

17:58.850 --> 18:01.432
[SPEAKER_02]: You don't, you try not to give them suggestion.

18:01.812 --> 18:06.775
[SPEAKER_02]: You try to ask your powerful question to have them reflect on the time.

18:07.901 --> 18:14.530
[SPEAKER_02]: The guide them on the challenges in the opportunity and you try to hold that space to allow them to reflect on it.

18:15.030 --> 18:16.332
[SPEAKER_01]: Yes, fantastic.

18:16.612 --> 18:23.241
[SPEAKER_01]: And I think you're absolutely right because when we look at corporations, we'll go on there to solve a problem.

18:24.242 --> 18:33.165
[SPEAKER_01]: So carols, executive programs go in, they have identified a problem, and they find US solution to their problem, which is a difference.

18:33.205 --> 18:38.327
[SPEAKER_01]: And then when you handle the individuals, it's more so how to make them a better leader.

18:39.828 --> 18:42.188
[SPEAKER_02]: Or help them grow, right?

18:42.629 --> 18:43.889
[SPEAKER_01]: Interesting.

18:44.109 --> 18:44.809
[SPEAKER_02]: They're working on.

18:45.630 --> 18:47.390
[SPEAKER_02]: Because not everyone wants to be a leader.

18:47.450 --> 18:49.211
[SPEAKER_02]: That's one of the questions I asked in my book.

18:49.631 --> 18:50.531
[SPEAKER_02]: Do you want to be a leader?

18:51.112 --> 18:51.392
[SPEAKER_01]: Yes.

18:51.632 --> 18:51.952
[SPEAKER_01]: Yes.

18:52.702 --> 18:54.663
[SPEAKER_01]: At totally agree, totally agree.

18:55.244 --> 19:07.451
[SPEAKER_01]: So one of the things will that I look at is, and I'll ask this question, what are some of the early indicators that an organization is ready or not ready for cultural alignment work?

19:08.271 --> 19:11.453
[SPEAKER_01]: Because that in and of itself is work.

19:12.582 --> 19:27.055
[SPEAKER_01]: And you find ways to make a workplace that is safe, one where people feel honored, one where people feel as if they are part of the organization as a whole.

19:27.536 --> 19:37.825
[SPEAKER_01]: But when we look at early indicators that an organization is ready or not, what is your particular philosophy and processes for this?

19:38.652 --> 19:45.355
[SPEAKER_02]: I think the number one thing that I try to observe when I interact with them is getting cute that they have a growth mindset.

19:46.275 --> 19:46.456
[SPEAKER_02]: Right.

19:46.776 --> 19:52.218
[SPEAKER_02]: Organization, they're ready to embrace the cultural shift.

19:52.718 --> 19:53.759
[SPEAKER_02]: They have a growth mindset.

19:53.879 --> 19:54.859
[SPEAKER_02]: They really want to learn.

19:55.440 --> 19:58.961
[SPEAKER_02]: They don't, they're not there to just tell people what to do and how to do it.

19:59.441 --> 20:02.223
[SPEAKER_02]: They really want to figure out how to get it done.

20:02.723 --> 20:04.023
[SPEAKER_02]: So growth mindset is one.

20:04.063 --> 20:07.365
[SPEAKER_02]: Number two is organization with people who have empathy.

20:08.134 --> 20:28.703
[SPEAKER_02]: empathy for the changes about to happen and investing the time to actually be able to articulate what that change is all about and why it matters to all of us because if you have those key element in an organization they could embrace the change and they could facilitate the change from happening in a more

20:30.696 --> 20:40.417
[SPEAKER_02]: more I would say smooth fashion because if you don't have growth mindset and you don't embrace, you don't have empathy in your people.

20:41.051 --> 20:43.233
[SPEAKER_02]: You're going to try to push everything down, right?

20:43.293 --> 20:45.055
[SPEAKER_02]: Thinking that it's a mandate.

20:45.355 --> 20:50.621
[SPEAKER_02]: And I think that's those are the tail-tailed sign of organization that's ready versus one that's not ready.

20:51.081 --> 20:51.321
[SPEAKER_01]: Yeah.

20:51.762 --> 20:53.303
[SPEAKER_01]: And they have to embrace that change.

20:53.343 --> 20:55.586
[SPEAKER_01]: That's coming because it's in fact changed.

20:56.106 --> 21:04.655
[SPEAKER_01]: And I was just reading recently that there were cuts that are going to come not only in federal government, but in private industry as well.

21:05.451 --> 21:12.357
[SPEAKER_01]: And that would definitely be one of the aspects that you can capitalize on, helping people to make that transition.

21:12.377 --> 21:17.961
[SPEAKER_01]: Because in essence, it's sort of a succession issue too, transition type succession.

21:18.722 --> 21:21.984
[SPEAKER_01]: So that's definitely something that you can do.

21:22.124 --> 21:23.185
[SPEAKER_02]: That's by one.

21:23.405 --> 21:24.066
[SPEAKER_02]: That's Python.

21:24.508 --> 21:24.828
[SPEAKER_01]: Yes.

21:25.488 --> 21:37.594
[SPEAKER_01]: And one of the things I want to share with people before we get out of here, we have more questions, but I just want you all to know that when we have the recent master ex leadership summit, it was a global summit.

21:38.474 --> 21:41.776
[SPEAKER_01]: And we'll look and came on and he was on fire.

21:43.050 --> 21:50.552
[SPEAKER_01]: And what I mean on fire is that he had a presentation, and that people just resonated with me.

21:50.972 --> 21:58.274
[SPEAKER_01]: And I was fortunate that I introduced him in that leadership summit, and he did not disappoint.

21:58.354 --> 22:03.415
[SPEAKER_01]: In fact, he just added so many other layers through that process.

22:03.435 --> 22:05.716
[SPEAKER_01]: So I want to share that with you all right now.

22:06.156 --> 22:10.397
[SPEAKER_01]: So if you're looking for a dynamic speaker, leadership trainer,

22:11.197 --> 22:17.220
[SPEAKER_01]: What leadership core competencies and individual cultures will look at is who you want.

22:18.180 --> 22:18.960
[SPEAKER_01]: That's who you want.

22:20.061 --> 22:21.701
[SPEAKER_01]: Okay, that felt better.

22:21.721 --> 22:24.222
[SPEAKER_02]: Well, thank you for your kind words.

22:24.783 --> 22:35.127
[SPEAKER_02]: In that particular event, I have to tell people that I followed a very good speaker Paul was the first speaker for the day and he PS off really well.

22:35.667 --> 22:40.149
[SPEAKER_02]: And I have to keep up with that, you know, energy that the audience had.

22:40.853 --> 22:43.235
[SPEAKER_02]: So thank you Paul for leading the way that day.

22:43.315 --> 22:47.679
[SPEAKER_02]: I just was a follower and making sure that I keep up with the energy.

22:47.779 --> 22:50.242
[SPEAKER_02]: But I really appreciate it.

22:50.682 --> 22:54.365
[SPEAKER_01]: And well deserved by the way, well, well deserved.

22:54.786 --> 23:00.351
[SPEAKER_01]: So let's talk a little bit about that amazing book that you have.

23:00.871 --> 23:06.717
[SPEAKER_01]: I want you to share this with them because this book has won so many awards.

23:08.059 --> 23:09.200
[SPEAKER_01]: I can't explain it.

23:09.360 --> 23:11.702
[SPEAKER_01]: I'm going to let Will explain it to you and help it.

23:12.102 --> 23:16.625
[SPEAKER_01]: First of all, tell them how many wars your book sees of leadership has perhaps received.

23:17.225 --> 23:19.707
[SPEAKER_02]: I would first say it's glory to God.

23:20.308 --> 23:21.008
[SPEAKER_02]: It's a blessing.

23:21.408 --> 23:30.294
[SPEAKER_02]: I'm never really expected it to even earn one award more so now at fourteen at fourteen.

23:31.857 --> 23:34.018
[SPEAKER_02]: I'm really humbled by that experience.

23:34.578 --> 23:49.303
[SPEAKER_02]: And yeah, it's, I wrote the book because I believe that it would help people who are either starting under career, now in middle in their journey, trying to be better in serving their people because the focus around developing yourself.

23:49.943 --> 23:51.464
[SPEAKER_02]: And in this book, I have three pillars.

23:51.484 --> 23:52.464
[SPEAKER_02]: I have three core pillars.

23:52.484 --> 23:54.685
[SPEAKER_02]: The first pillar is developing yourself.

23:55.165 --> 23:58.086
[SPEAKER_02]: And the first, the question starts with, do you want to be a leader?

23:58.126 --> 23:59.727
[SPEAKER_02]: Because if you don't want to be a leader, it's okay.

24:00.449 --> 24:03.812
[SPEAKER_02]: You could be an individual contributor and have influence on others.

24:03.912 --> 24:06.955
[SPEAKER_02]: But if you want to be a leader, you need to develop yourself.

24:07.495 --> 24:08.696
[SPEAKER_02]: You need to grow yourself.

24:08.816 --> 24:09.997
[SPEAKER_02]: You need to train yourself.

24:10.037 --> 24:15.222
[SPEAKER_02]: You need to develop and focus on your character because your character is the one that leads the way.

24:15.887 --> 24:30.227
[SPEAKER_02]: So once you develop yourself and you grow and you know how to sacrifice the work that you need to do, putting the effort for other people, put other people ahead of you, and now that if you learn that, not master, it takes

24:30.828 --> 24:33.269
[SPEAKER_02]: No, I think everything is evolving.

24:33.549 --> 24:34.589
[SPEAKER_02]: You're growing all the time.

24:34.889 --> 24:36.489
[SPEAKER_02]: Then you could focus on growing others.

24:36.549 --> 24:37.490
[SPEAKER_02]: That's a second pillar.

24:37.570 --> 24:40.010
[SPEAKER_02]: Growing others, focusing on growing people.

24:40.070 --> 24:52.473
[SPEAKER_02]: How do you challenge your team to take on more responsibility by supporting them, by guiding them, by nurturing them, by using coaching and mentoring as a tool to actually help them grow?

24:52.933 --> 24:55.474
[SPEAKER_02]: More importantly, how do you help them learn about the business?

24:55.534 --> 24:59.515
[SPEAKER_02]: This way, they not only grow technically, but they grow also on the business side.

25:00.015 --> 25:09.483
[SPEAKER_02]: And then once they really experience how to be a leader, you then as a leader for the team, you have to know that and understand that leadership is temporary.

25:09.963 --> 25:13.406
[SPEAKER_02]: We're on a position right now, but you don't hold that position forever.

25:13.906 --> 25:15.668
[SPEAKER_02]: You need to look into the future.

25:15.728 --> 25:16.629
[SPEAKER_02]: That's the third pillar.

25:16.709 --> 25:20.572
[SPEAKER_02]: Look into the future and see who could actually take over the role.

25:21.212 --> 25:42.149
[SPEAKER_02]: and elevate that person to that position so they could actually be recognized, people would know who they are, people could even applaud their capability because many times in my career, the person that I tap to be the person that take on the role, everyone's saying like, why is that person not promoted in a long time ago, right?

25:42.609 --> 25:47.213
[SPEAKER_02]: because it's been really had everything that they need to learn.

25:47.593 --> 25:51.756
[SPEAKER_02]: And by the time they went up to the next level, they're not just working to stay in that level.

25:51.816 --> 25:53.357
[SPEAKER_02]: They're excelling in that level.

25:53.918 --> 25:56.079
[SPEAKER_02]: And to me, that third pillar is very important.

25:56.660 --> 26:09.189
[SPEAKER_02]: And therefore, I think I thought that it'll be good to share my experience and really share all the stories that form part of who I am, as I try to be a servant leader over my career.

26:09.947 --> 26:11.408
[SPEAKER_02]: And focus on growing others.

26:11.468 --> 26:13.590
[SPEAKER_02]: I think it's in a ways also giving back.

26:15.752 --> 26:16.632
[SPEAKER_01]: That's fantastic.

26:17.293 --> 26:18.354
[SPEAKER_01]: And congratulations.

26:18.454 --> 26:19.875
[SPEAKER_01]: Fourteen awards.

26:20.418 --> 26:21.818
[SPEAKER_01]: I can't even count that, I will.

26:23.379 --> 26:25.620
[SPEAKER_02]: I didn't expect, right?

26:25.920 --> 26:33.342
[SPEAKER_02]: When I was submitting this book for the book awards, I was like, yeah, if I get one, I'd be very happy.

26:33.382 --> 26:37.543
[SPEAKER_02]: I'll be jumping for joy, which I did when I forgot the first one.

26:38.764 --> 26:40.264
[SPEAKER_02]: I didn't expect that at all.

26:40.784 --> 26:41.805
[SPEAKER_01]: So we'll tell me this.

26:42.305 --> 26:49.947
[SPEAKER_01]: I know Ben and Arthur, on the first day that you had that copy in your hand, what did that feel like for you?

26:51.260 --> 26:52.501
[SPEAKER_02]: It was the best experience.

26:52.581 --> 26:57.263
[SPEAKER_02]: In fact, I still have the original manuscript before the final copy.

26:57.704 --> 27:00.925
[SPEAKER_02]: My publisher's cover before the final copy.

27:01.005 --> 27:06.488
[SPEAKER_02]: And when I was able to hold this and read it for the first time, it became real.

27:07.089 --> 27:07.409
[SPEAKER_03]: Yes.

27:07.729 --> 27:08.670
[SPEAKER_02]: It became real.

27:09.130 --> 27:14.313
[SPEAKER_02]: And I was a bit emotional about it because it's your thought to

27:15.262 --> 27:16.663
[SPEAKER_02]: physical form, the fruition.

27:16.683 --> 27:25.248
[SPEAKER_02]: Yes, but I said to myself, oh my god, oh my god, like I was just thinking about publishing this book.

27:25.648 --> 27:27.749
[SPEAKER_02]: And now I'm very close to getting it out.

27:28.289 --> 27:31.511
[SPEAKER_02]: And a month and a half later, we have the actual book.

27:34.613 --> 27:42.457
[SPEAKER_02]: It's really one of the experience that I'll probably never forget, the feeling of fulfillment.

27:44.221 --> 27:48.907
[SPEAKER_02]: and being able to say, I did it, I want to do it and I did it, right?

27:49.588 --> 27:50.188
[SPEAKER_01]: Definitely.

27:50.549 --> 27:57.117
[SPEAKER_01]: And I have a feeling will, I don't know why, but for Tina Wars is not going to be the end of it for this book.

27:57.758 --> 28:00.439
[SPEAKER_01]: I don't know.

28:00.920 --> 28:01.860
[SPEAKER_02]: I think that's about it.

28:02.461 --> 28:02.881
[SPEAKER_02]: Yeah.

28:03.401 --> 28:04.402
[SPEAKER_02]: I'm pretty happy with it.

28:05.042 --> 28:05.842
[SPEAKER_01]: Oh, definitely.

28:05.962 --> 28:06.543
[SPEAKER_01]: For sure.

28:07.043 --> 28:15.807
[SPEAKER_01]: So let's transition up debt into your podcast and a place about the name of it and then how people can can learn more about it.

28:17.148 --> 28:22.371
[SPEAKER_02]: My podcast title is I will aim happen to have the same shirt I used this for my recording.

28:23.051 --> 28:24.692
[SPEAKER_02]: It's I will aim.

28:24.892 --> 28:26.693
[SPEAKER_02]: It's an intentional leaving.

28:27.442 --> 28:31.083
[SPEAKER_02]: And the tagline is discover a better version of yourself.

28:31.423 --> 28:35.544
[SPEAKER_02]: I believe that change are not like magical.

28:35.965 --> 28:43.767
[SPEAKER_02]: There's life development is not, it's not a short, everything takes time.

28:44.187 --> 28:54.530
[SPEAKER_02]: Therefore, I believe in sharing nuggets of information where people could listen to an episode, listen to the tree takeaway, and try to apply the tree takeaway, right?

28:55.306 --> 28:57.928
[SPEAKER_02]: And you can find it on YouTube.

28:58.249 --> 29:00.151
[SPEAKER_02]: I have my channel on YouTube and Spotify.

29:00.171 --> 29:04.014
[SPEAKER_02]: I have an eight seven episode so far.

29:04.154 --> 29:08.979
[SPEAKER_02]: No, the eight seven episode eight seven is going to be released tomorrow.

29:09.119 --> 29:10.600
[SPEAKER_02]: Thursday.

29:10.860 --> 29:15.865
[SPEAKER_02]: New episode that the Thursday and the genesis of actual creating the podcast was

29:16.538 --> 29:23.486
[SPEAKER_02]: around sharing some of my experience as a leader, growing, growing in my role and continue to my journey.

29:23.987 --> 29:26.910
[SPEAKER_02]: And it was a bit of a monologue for, for, for, nineteen episode.

29:27.350 --> 29:29.933
[SPEAKER_02]: By episode seventeen, I was getting tired of myself.

29:31.876 --> 29:34.659
[SPEAKER_02]: I can't be recording myself on video and watching myself.

29:35.232 --> 29:39.073
[SPEAKER_01]: So I think we'll as hard to live with excellence.

29:39.153 --> 29:39.653
[SPEAKER_01]: I understand.

29:39.713 --> 29:42.474
[SPEAKER_02]: No, I don't even go that far.

29:42.494 --> 29:47.335
[SPEAKER_02]: I just said to myself, I want to grow and I want to show people, I shouldn't grow.

29:47.735 --> 29:52.676
[SPEAKER_02]: So I said, I want to start interviewing, you know, expert all over the world.

29:53.456 --> 29:56.057
[SPEAKER_02]: The first few episodes of those, it was a bit, you know,

29:57.633 --> 29:59.554
[SPEAKER_02]: I felt odd doing the recording.

30:00.014 --> 30:02.714
[SPEAKER_02]: But over time, I became comfortable with it.

30:03.135 --> 30:08.856
[SPEAKER_02]: And what I really love about trying to expand my horizon was I've met so many great people.

30:09.516 --> 30:11.317
[SPEAKER_02]: So many great people all over the world.

30:11.937 --> 30:15.818
[SPEAKER_02]: I must have interviewed people from twenty countries already at this point.

30:16.338 --> 30:20.880
[SPEAKER_02]: And met so many great people that I still collaborate with, right?

30:21.020 --> 30:22.180
[SPEAKER_02]: And I'm really thankful for that.

30:22.740 --> 30:23.260
[SPEAKER_02]: opportunity.

30:23.300 --> 30:25.041
[SPEAKER_02]: So if you want, go to YouTube.

30:25.481 --> 30:27.442
[SPEAKER_02]: Look for I will aim one word.

30:27.702 --> 30:32.183
[SPEAKER_02]: I will aim just like my share says, discover a better version of yourself.

30:32.643 --> 30:33.364
[SPEAKER_02]: Listen to it.

30:33.664 --> 30:35.584
[SPEAKER_02]: Let me know what you thought of the episode.

30:36.085 --> 30:39.846
[SPEAKER_02]: Subscribe, subscribe and share it with your friends.

30:40.046 --> 30:41.106
[SPEAKER_01]: That's fantastic.

30:41.506 --> 30:44.487
[SPEAKER_01]: And it gives people another perspective, especially right now.

30:44.567 --> 30:46.788
[SPEAKER_01]: A lot of people have the quick sense of life.

30:47.348 --> 30:50.069
[SPEAKER_01]: And the people really trying to navigate life.

30:50.189 --> 30:51.930
[SPEAKER_01]: And so having that will help them.

30:52.392 --> 31:03.304
[SPEAKER_01]: to think about and look inside because that's really where the gifts the blessings all exist on inside and everything from the external perspective is really what we call noise.

31:04.946 --> 31:09.691
[SPEAKER_01]: So we want that piece and that quiet like when you want to reach your books and everything.

31:10.539 --> 31:11.800
[SPEAKER_01]: So fantastic.

31:11.860 --> 31:16.983
[SPEAKER_01]: So let's talk a bit about you as a movie producer as a producer.

31:17.403 --> 31:18.264
[SPEAKER_01]: Oh my goodness.

31:18.864 --> 31:21.986
[SPEAKER_01]: Now, that's why I keep telling people on social.

31:22.346 --> 31:26.768
[SPEAKER_01]: I said, his multi-talented and there's more.

31:28.850 --> 31:32.212
[SPEAKER_02]: About the movie, the title is consequences of tomorrow.

31:33.132 --> 31:36.214
[SPEAKER_02]: And the backdrop of that movie is

31:37.130 --> 31:42.734
[SPEAKER_02]: My desire to help people learn and embrace artificial intelligence.

31:42.934 --> 31:44.015
[SPEAKER_02]: We call it AI.

31:44.656 --> 31:45.797
[SPEAKER_02]: Everyone talk about it.

31:46.397 --> 31:47.818
[SPEAKER_02]: Everyone define it differently.

31:48.338 --> 31:57.966
[SPEAKER_02]: But I think it's important to talk about AI because I draw a parallel between AI and when computer first started back in the eighties.

31:58.406 --> 32:02.429
[SPEAKER_02]: I was in high school when I first learned how to do programming.

32:03.149 --> 32:06.372
[SPEAKER_02]: For some reason, I was able to see the future.

32:07.282 --> 32:30.897
[SPEAKER_02]: people are going to be using computer and I would tell people like you need to learn this they're like no one's going to learn it it's too expensive like two thousand dollars a lot like who's going to pay for it like my dad happened to buy one for my older brother who loves programming and I learned but I saw what what it's capable of and look at that I spent over three decades doing technology work

32:31.897 --> 32:35.598
[SPEAKER_02]: And I want to share that same story with people about AI.

32:36.098 --> 32:37.399
[SPEAKER_02]: Don't be afraid of AI.

32:37.699 --> 32:39.299
[SPEAKER_02]: AI might take your job.

32:39.520 --> 32:40.080
[SPEAKER_02]: Yeah, it might.

32:40.140 --> 32:42.581
[SPEAKER_02]: Because you didn't jump on the bandwagon.

32:42.661 --> 32:44.561
[SPEAKER_02]: So my message.

32:44.641 --> 32:48.182
[SPEAKER_02]: And in fact, I'm part of the AI, twenty thirty advisory board.

32:48.583 --> 32:51.303
[SPEAKER_02]: And what are the two pillars that I'm really focused.

32:51.343 --> 32:52.284
[SPEAKER_02]: It's AI for good.

32:52.504 --> 32:52.684
[SPEAKER_02]: Good.

32:53.331 --> 32:57.154
[SPEAKER_02]: And AI for good and AI for human, those are really what we focus on.

32:57.454 --> 33:03.618
[SPEAKER_02]: But for me, there's two pillars that's really important to me, inclusiveness and accessibility.

33:04.319 --> 33:16.267
[SPEAKER_02]: Because if we don't do anything with this, people who have no access to AI and learn about AI, they'll create a social economic problem, because future day won't have access.

33:16.728 --> 33:21.171
[SPEAKER_02]: So it's important for us, leader, to engage in conversation right now about it.

33:21.955 --> 33:23.236
[SPEAKER_02]: So I created that movie.

33:23.936 --> 33:30.260
[SPEAKER_02]: Of course, I wasn't really, I don't have an experience to create a movie, but I decided to write a high level plot.

33:30.500 --> 33:36.943
[SPEAKER_02]: I developed the scene and I actually reached out to one of my daughter's teammate in golf back in junior golf.

33:37.664 --> 33:39.265
[SPEAKER_02]: And then I reached out to her.

33:39.305 --> 33:40.445
[SPEAKER_02]: She loves to do movie.

33:40.505 --> 33:41.666
[SPEAKER_02]: She loves to do recording.

33:41.726 --> 33:44.528
[SPEAKER_02]: So I reached out to her and said, here's my high level script.

33:44.688 --> 33:50.291
[SPEAKER_02]: Can we create a movie about helping people understand AI and what it could do for them?

33:51.130 --> 33:54.075
[SPEAKER_02]: And thankfully she said yes, and we collaborated.

33:54.135 --> 33:58.681
[SPEAKER_02]: So we did, we did our walkthrough of the script in August last year.

33:58.781 --> 34:00.524
[SPEAKER_02]: We did our recording entire summer.

34:01.145 --> 34:03.328
[SPEAKER_02]: And then we released October first.

34:03.448 --> 34:04.029
[SPEAKER_02]: We released it.

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[SPEAKER_02]: Yeah, last year's conference, we did our own premiere.

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[SPEAKER_02]: And it has over nine thousand, eight hundred views.

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[SPEAKER_02]: And I'm really thankful for the people who actually watch it.

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[SPEAKER_02]: And you encourage it to watch it on my YouTube channel.

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[SPEAKER_02]: The title is Consequences of the Moro.

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[SPEAKER_02]: And the consequences of the Moro also have other consequences.

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[SPEAKER_02]: So we signed up for a telly.

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[SPEAKER_02]: We want a bronze telly.

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[SPEAKER_02]: Congratulations, right?

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[SPEAKER_02]: And to me, this is this goes to show that if you had something on your mind that you want to create, don't listen to people telling you, you have no experience, you were never a producer, you don't know how to do this.

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[SPEAKER_02]: So for people to partner with and that's a perfect example.

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[SPEAKER_02]: I never really expected that we could win a telly and we want to bronze telly.

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[SPEAKER_02]: I gave my

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[SPEAKER_02]: My my director and writer of Adele because she deserves it and this is the type of things that.

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[SPEAKER_02]: really show people that if you have something in mind that you want to work on, put your mind in hard to it and it will yield the result.

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[SPEAKER_02]: Not the result that I expected.

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[SPEAKER_02]: You're sold and I come by blessing.

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[SPEAKER_01]: Absolutely.

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[SPEAKER_01]: And I'll tell you that that's a very good point is that you don't have to everything the stars don't always have to be aligned.

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[SPEAKER_01]: But if you take action, the universe will honor it and carry across the line.

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[SPEAKER_02]: And I love that particular point that you just mentioned because I always believe in you doing the work before it's needed.

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[SPEAKER_02]: Absolutely.

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[SPEAKER_02]: Over the course of my career, I always tell people to work with me, my mentee that do the work.

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[SPEAKER_02]: When the opportunity not when you're door, you don't want them to say you don't have the skill, you want them to say you don't like you.

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[SPEAKER_02]: And that's okay.

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[SPEAKER_02]: You don't need to like me.

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[SPEAKER_02]: But don't miss an opportunity because you don't have the skills.

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[SPEAKER_02]: Do the work before you need it.

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[SPEAKER_02]: So when time comes, you're ready for every opportunity when it comes.

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[SPEAKER_01]: definitely that's that's where I'll state it and I'm hoping people are taking those notes I request they take because of all the gold nuggets that you would provide it and you just provide it some so congratulations on you in a production team and I have a feeling this is not the end we're equal going for twenty twenty six we're working on the sequel already so yep be on the lookout watch it on my youtube channel and let me know what you think

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[SPEAKER_01]: Yeah, that's fantastic.

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[SPEAKER_01]: Get out out to YouTube and follow up with our will and provide some comments while you're out there.

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[SPEAKER_01]: And right in review, his podcast as well, as well as his YouTube channel, subscribe.

36:54.680 --> 37:01.563
[SPEAKER_01]: So a real one of the things that I always find intriguing is to find out in terms of

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[SPEAKER_01]: leadership myths.

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[SPEAKER_01]: So from your experience, what's one leadership development myth that needs to be debunked immediately if there's one?

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[SPEAKER_02]: I think one that a lot of us mega global master ex leaders know is leaders not born.

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[SPEAKER_02]: Right?

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[SPEAKER_02]: Yeah.

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[SPEAKER_02]: Readers are not born.

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[SPEAKER_02]: We were all born.

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[SPEAKER_02]: Don't know how to speak.

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[SPEAKER_02]: Don't know anything.

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[SPEAKER_01]: Right.

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[SPEAKER_02]: Right.

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[SPEAKER_02]: When you were born, you didn't know how to speak.

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[SPEAKER_02]: You didn't know how to crawl.

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[SPEAKER_02]: You didn't know how to walk.

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[SPEAKER_02]: But leaders about thinking about other people.

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[SPEAKER_02]: It's about serving people.

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[SPEAKER_02]: Say, if you have the desire to serve people and you have the desire to grow yourself, you can be a leader.

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[SPEAKER_02]: Even even early in my career, I had no one reported to me.

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[SPEAKER_02]: I had influenced.

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[SPEAKER_02]: Like, when I talk to people, people listen to me, not because I will know this and that and he's this and that, no, because you have influence.

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[SPEAKER_02]: And if you have to pick between a physical leadership role and an influence, pick influence, any of that.

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[SPEAKER_02]: Because influence goes a long, long way.

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[SPEAKER_02]: And that's what my master Paul is preaching.

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[SPEAKER_02]: Leadership is influence.

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[SPEAKER_02]: I want to put it back on Paul who actually is a leader who wrote the book about leadership is influence.

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[SPEAKER_01]: Thank you.

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[SPEAKER_01]: Absolutely.

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[SPEAKER_01]: I want to highlight you too.

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[SPEAKER_01]: I appreciate that.

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[SPEAKER_01]: And one of the things we're coming down to our last question was the one take away you want every leader to remember after working with you are hearing you speak.

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[SPEAKER_02]: And I think this just and I had another one, but I'm going to use this one that I learned from another podcast podcast guest of us.

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[SPEAKER_02]: Anyone that works with you?

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[SPEAKER_02]: It's someone that's important and loved by someone else.

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[SPEAKER_02]: Yes.

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[SPEAKER_02]: So if you're doing work with people, be kind, be empathetic, because that person you're working with, someone is someone's loved one.

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[SPEAKER_02]: Someone loves that person and you need to be, to need to ensure that you're taking good care of them.

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[SPEAKER_01]: They all come up.

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[SPEAKER_01]: They all come up.

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[SPEAKER_01]: Build them up.

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[SPEAKER_01]: Absolutely.

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[SPEAKER_01]: So we're about to come to a close.

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[SPEAKER_01]: Well, if you could provide just a few of your social media accounts, LinkedIn of course, and what people can get in touch with you.

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[SPEAKER_02]: LinkedIn is definitely the number one place to go to.

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[SPEAKER_02]: I'm the only will looking on LinkedIn, WI, WL.

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[SPEAKER_02]: And my YouTube channel, I'll send the link to you, Paul.

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[SPEAKER_02]: And you're on Instagram.

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[SPEAKER_02]: I will aim.

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[SPEAKER_02]: I will aim is on Instagram.

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[SPEAKER_02]: I have my own personal account that Instagram too will look at, but I follow I will aim.

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[SPEAKER_02]: And reach out to me, I'll be more than happy to hear from you and watch the short film Consequence at the Monroe.

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[SPEAKER_02]: And I want to thank you Paul for the opportunity to be your guest today.

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[SPEAKER_02]: It's really been an honor for me.

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[SPEAKER_02]: And I'm humbled.

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[SPEAKER_02]: And so thankful that you actually selected me as one of your guests.

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[SPEAKER_01]: I always select the best will.

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[SPEAKER_01]: I don't know about that, but thank you very much.

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[SPEAKER_01]: All right.

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[SPEAKER_01]: And before we leave again, see some leadership, but we're looking, and they can get it on Amazon as well.

40:24.489 --> 40:26.610
[SPEAKER_02]: Yep, Amazon, you can get it on Amazon.

40:26.890 --> 40:29.112
[SPEAKER_02]: And we want to thank you for your support.

40:29.693 --> 40:36.978
[SPEAKER_02]: Share it with your friends, share it with loved ones, share with your direct report, and have a discussion about the book.

40:37.577 --> 40:38.718
[SPEAKER_01]: Yes, absolutely.

40:39.298 --> 40:47.906
[SPEAKER_01]: So we have had a very engaging podcast episode here in this particular session with our amazing guests.

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[SPEAKER_01]: We'll look forward to winning author or winner of the telly as a mover producer podcast host.

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[SPEAKER_01]: and the podcast guest and it's just been an honor and I look forward to following even more about will and I want you to as well.

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[SPEAKER_01]: So this episode is episode two, ninety four.

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[SPEAKER_01]: Wherever you get your podcast, go there, rate and review it.

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[SPEAKER_01]: and that we really appreciate it, but I want to thank Will Lucane once more for what he does, a co-founder of K-Rose Executive Programs, and my time is up, and I thank you for yours, and for all of you who are listening live to one thing, Jen and others, and those who are listening on our podcast.

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[SPEAKER_01]: Will Lucane, thank you very much, and I really enjoyed this, my friend.

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[SPEAKER_01]: Thanks so much.

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[SPEAKER_01]: All that you do.

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[SPEAKER_01]: Appreciate you.

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[SPEAKER_01]: Okay, so have a great day everyone go out and write a review episode two ninety four go to Apple podcast go to Spotify go to I heart radio Amazon

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[SPEAKER_01]: music and to the website www.wealthacademy.cast.com.

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[SPEAKER_01]: Thank you all so much and have a wonderful day.

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[SPEAKER_00]: Thank you for listening to this episode with Paul and his guest.

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[SPEAKER_00]: I hope you enjoyed this episode and Paul requests that you rate and review this episode and others on Apple Podcasts and wherever you listen to podcasts.

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[SPEAKER_00]: View all wealth academy podcast episodes at www.wealthacademy.cast.com

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[UNKNOWN]: Thank you.