1211: Why Vulnerability & Consistency Are Your Leadership Superpowers w/ Bobby Herrera

WEBVTT 1 00:00:06.599 --> 00:00:11.949 Looking for a guaranteed way to create content that resonates with your audience? Start 2 00:00:11.990 --> 00:00:16.910 a podcast, interview your ideal clients and let them choose the topic of the 3 00:00:17.030 --> 00:00:21.390 interview, because if your ideal clients care about the topic, there's a good 4 00:00:21.429 --> 00:00:25.300 chance the rest of your audience will care about it too. Learn more at 5 00:00:25.379 --> 00:00:33.780 sweet fish Mediacom. You're listening to be tob growth, a daily podcast for 6 00:00:33.899 --> 00:00:38.130 B TOB leaders. We've interviewed names you've probably heard before, like Gary Vander 7 00:00:38.170 --> 00:00:41.969 truck and Simon Senek, but you've probably never heard from the majority of our 8 00:00:42.009 --> 00:00:47.009 guests. That's because the bulk of our interviews aren't with professional speakers and authors. 9 00:00:47.609 --> 00:00:51.000 Most of our guests are in the trenches leading sales and marketing teams. 10 00:00:51.240 --> 00:00:56.479 They're implementing strategy, they're experimenting with tactics, they're building the fastest growing BTB 11 00:00:56.600 --> 00:00:59.960 companies in the world. My name is James Carberry. I'm the founder of 12 00:01:00.000 --> 00:01:03.880 sweet fish media, a podcast agency for BB brands, and I'm also one 13 00:01:03.880 --> 00:01:07.549 of the CO hosts of the show. When we're not interviewing sales and marketing 14 00:01:07.590 --> 00:01:11.510 leaders, you'll hear stories from behind the scenes of our own business. Will 15 00:01:11.510 --> 00:01:14.829 share the ups and downs of our journey as we attempt to take over the 16 00:01:14.909 --> 00:01:26.900 world. Just getting well, maybe let's get into the show. Welcome back 17 00:01:26.939 --> 00:01:30.260 to be tob growth. I'm logan miles with sweet fish media. Today I'm 18 00:01:30.260 --> 00:01:34.489 joined by Bobby Herrera. He is a speaker and author, the CO founder 19 00:01:34.530 --> 00:01:38.489 and president of Populist Group, and his recent book, the gift of Struggle, 20 00:01:38.609 --> 00:01:42.290 life changing lessons about leading, is something I am really excited to chat 21 00:01:42.290 --> 00:01:44.849 with him about today. Bobby, welcome to the show. How's it going 22 00:01:44.890 --> 00:01:48.000 today? Hey, hell, they underdogs. You run a great podcast, 23 00:01:48.120 --> 00:01:51.920 Logan. I was excited you reach out. Awesome. Well, I think 24 00:01:52.000 --> 00:01:56.079 we are. I think one of the underlying themes of this show is leadership, 25 00:01:56.159 --> 00:02:00.680 whether we're talking to a marketing or sales leader or a founder or CEO, 26 00:02:00.040 --> 00:02:04.790 and so we're going to go deep on on leadership, specifically with some 27 00:02:04.909 --> 00:02:07.950 of the lessons from your book that I'd like to call out and discuss a 28 00:02:07.989 --> 00:02:09.750 little bit today. Before we do that, for folks who aren't as familiar 29 00:02:09.750 --> 00:02:13.430 with you yet, let's help them with that. Give us a little bit 30 00:02:13.430 --> 00:02:15.099 about your background and what you in the team at populist group are up to 31 00:02:15.139 --> 00:02:17.180 these days. Yeah, well, you know, I'm not much of a 32 00:02:17.300 --> 00:02:22.500 bioguy Logan, but you know it just a couple important things that I would 33 00:02:22.500 --> 00:02:27.300 add to your innertro is, above all, all Pro Dad, and too 34 00:02:27.460 --> 00:02:31.210 I'm a proud army veteran and an entrepreneur who's made a lot of mistakes and, 35 00:02:31.449 --> 00:02:35.729 you know, very fortunately, I started a community named populist group by 36 00:02:35.770 --> 00:02:38.210 company. It's what I call my company in two thousand and two and the 37 00:02:38.289 --> 00:02:42.490 problem we solve for the world. You know where in HR services firm, 38 00:02:42.569 --> 00:02:46.680 but in English what we do is we help organizations better managed or non permanent 39 00:02:46.759 --> 00:02:51.240 workforce. You know, there's a raging war for talent that we are all 40 00:02:51.280 --> 00:02:55.080 acutely aware of, and most companies have a really good grip on the per 41 00:02:55.280 --> 00:02:59.870 minute workforce, but when it comes with their non permanent workforce, or, 42 00:02:59.909 --> 00:03:04.949 as we call it, contingent, that can be a big confusing, tangled 43 00:03:04.990 --> 00:03:09.110 ball of yarn form and so basically we help them untangle it, handle that 44 00:03:09.189 --> 00:03:15.219 population more efficiently with the right level of compliance and, you know, do 45 00:03:15.300 --> 00:03:20.259 it more economically. So we eliminate a big headache for them so that they 46 00:03:20.300 --> 00:03:22.979 can actually focus on the problem. They need to solve for the world. 47 00:03:23.379 --> 00:03:25.620 Yeah, absolutely. I mean we talk about Growth Day in and day out 48 00:03:25.699 --> 00:03:30.169 here on this podcast and you know that that portion of the workforce is is 49 00:03:30.250 --> 00:03:35.210 a growing peace and it's a common struggle for a lot of folks. So 50 00:03:35.650 --> 00:03:38.770 Nice segue. They're into the gift of struggle. I guess that I just 51 00:03:38.849 --> 00:03:44.439 kind of stepped right into let's talk a little bit about your book and what 52 00:03:44.560 --> 00:03:47.639 led you to write it, where you see folks kind of missing this concept 53 00:03:47.719 --> 00:03:52.400 of struggle, and then I want to dive into some of the specific lessons 54 00:03:52.439 --> 00:03:54.990 that are kind of rooted in struggle that you share in the book and what 55 00:03:55.150 --> 00:03:59.830 some of our listeners can take from them. Yeah, great, well, 56 00:04:00.229 --> 00:04:03.069 I'll tell you. Writing a book it wasn't on my list. Yeah, 57 00:04:03.069 --> 00:04:08.830 I'm a storyteller by nature. My Dad was a magnificent storyteller. He gave 58 00:04:08.870 --> 00:04:13.139 me that gift, fortunately, and I did a lot of speaking for veterans 59 00:04:13.180 --> 00:04:16.139 and for kids born on the wrong side of the opportunity divid like myself, 60 00:04:16.259 --> 00:04:21.139 and through that journey I got some wonderful encouragement from some people that I have 61 00:04:21.259 --> 00:04:26.089 a lot of respect for and and they just kept encourage me to write a 62 00:04:26.129 --> 00:04:30.649 book. And when I finally settled in and said okay, I'm going to 63 00:04:30.730 --> 00:04:34.170 do it, I took my time and in essence, I wanted to write 64 00:04:34.209 --> 00:04:39.040 the book that I wish someone would have written for me when I was getting 65 00:04:39.040 --> 00:04:45.199 started in my leadership climb, because there's no shortage of advice coming our way 66 00:04:45.560 --> 00:04:47.199 on how to do this, how to do that, with the books say 67 00:04:47.959 --> 00:04:50.639 what to do and not to do when it comes leadership, and I mean 68 00:04:50.720 --> 00:04:55.389 you and I both know there's no there's no playbook for it, there's no 69 00:04:55.550 --> 00:05:01.589 just one thing, and I just simply wanted to give and share some of 70 00:05:01.670 --> 00:05:06.500 the big struggles and questions and, you know, gifts that I took from 71 00:05:08.500 --> 00:05:12.740 my journey so that it would help someone else who's trying to do the same. 72 00:05:13.540 --> 00:05:15.620 One of those early gifts, as you mentioned, as you call it, 73 00:05:16.259 --> 00:05:20.300 bobby, was what you call the bus story that opens up this book, 74 00:05:20.339 --> 00:05:23.490 the Gift of Struggle. I've heard you, you know, and speak 75 00:05:23.529 --> 00:05:26.970 on it as well. Let's open it up with with that story, because 76 00:05:26.970 --> 00:05:31.009 I think that lay some good groundwork for the rest of this conversation. Well, 77 00:05:31.250 --> 00:05:34.610 when I was seventeen, Logan, my brother Ed and I, we 78 00:05:34.720 --> 00:05:39.279 were on a return trip home from a basketball game and along the way we 79 00:05:39.360 --> 00:05:44.079 stopped for dinner. Everybody and loaded off the bus except for me and d 80 00:05:44.839 --> 00:05:47.920 you know, one of thirteen kids and at that point in our family story 81 00:05:47.920 --> 00:05:51.589 we didn't have the means to play sports and for dinner, and so we 82 00:05:51.670 --> 00:05:55.629 were well beyond the embarrassment we were very accustomed to be in on that bus. 83 00:05:56.829 --> 00:05:58.790 And so a few moments after the team a loaded, one of the 84 00:05:58.829 --> 00:06:02.149 DADS of the other players. He steps on where the bus and he teased 85 00:06:02.149 --> 00:06:05.899 me a little bit because it had outscored me that night and Nice, and 86 00:06:05.980 --> 00:06:11.699 then he said something to me that I will always remember. Bobby, it 87 00:06:11.740 --> 00:06:15.139 would make me very happy if you would allow me to buy you boys dinner 88 00:06:15.139 --> 00:06:17.100 so that you can join the rest of the team. Nobody else has to 89 00:06:17.259 --> 00:06:21.649 know. All you have to do to thank me is do the same thing 90 00:06:21.810 --> 00:06:27.610 for another great kid just like you in the future. And I will never, 91 00:06:27.689 --> 00:06:31.129 ever forget how I felt in that moment, like I had this wave 92 00:06:31.170 --> 00:06:34.120 of gratitude come over me that, to this day, is hard to for 93 00:06:34.279 --> 00:06:38.720 me to explain. Yeah, and I remember, you know, I stepping 94 00:06:38.720 --> 00:06:42.519 off that bus, and I mean I'm seventeen, I can't see three feet 95 00:06:42.519 --> 00:06:45.120 in front of my face. All I knew is that a year from then, 96 00:06:45.399 --> 00:06:46.829 like, I had a strong desire to raise my hand and join the 97 00:06:46.870 --> 00:06:53.389 army, and other than that I had no clue. But after that moment 98 00:06:53.430 --> 00:06:58.910 I knew why, like I would somehow, some way figure out a way 99 00:06:59.550 --> 00:07:03.100 to create something that would allow me to pay forward that kind act other kids 100 00:07:03.180 --> 00:07:05.620 like me who were born on the opportunity, other side of the opportunity to 101 00:07:05.660 --> 00:07:10.779 buy. Yeah, and that moment just became the invisible force. It drove 102 00:07:10.899 --> 00:07:14.060 me. It mean, it gave me purpose, it gave me identity and 103 00:07:14.420 --> 00:07:16.889 I think more than anything, it gave me hope and something to believe in, 104 00:07:17.089 --> 00:07:20.490 because I at that point in my life, like I didn't know if 105 00:07:20.529 --> 00:07:23.930 I'd ever be able to check what I call the ultimate box, and that 106 00:07:24.050 --> 00:07:27.850 is, you know, would my story ever matter? And Man, it 107 00:07:27.930 --> 00:07:30.439 gave me a hope that it's hard for me to explain. Yeah, I 108 00:07:30.639 --> 00:07:33.879 just love with that gesture you talked about, you know, the momentum going 109 00:07:34.120 --> 00:07:38.920 forward that that that gesture meant at an early stage in your life, and 110 00:07:38.959 --> 00:07:41.240 I've heard you, you know, talk about the story, read it in 111 00:07:41.319 --> 00:07:45.790 the book and you know kind of tied to that is this idea and you 112 00:07:46.029 --> 00:07:48.269 you spoke about it there, bobbied the opportunity divide. One of the the 113 00:07:48.589 --> 00:07:53.389 core driving principles of your company, I know, and it comes from your 114 00:07:53.430 --> 00:07:57.069 own belief that's rooted in this story and others in your own personal journey, 115 00:07:57.149 --> 00:08:01.139 is that everyone deserves an opportunity to succeed. I think everyone listening to this 116 00:08:01.300 --> 00:08:05.980 probably nodding their head. But then the question becomes for leaders, whether they're 117 00:08:07.019 --> 00:08:09.259 heading up a marketing team, a sales team or they're a founder of a 118 00:08:09.300 --> 00:08:13.009 fast growing company, they believe that they can see the power in that, 119 00:08:13.050 --> 00:08:16.529 specially when they hear an awesome story like you just shared. I think the 120 00:08:16.569 --> 00:08:20.529 struggle then is, how do I actually execute on that? If it's something 121 00:08:20.569 --> 00:08:24.689 that can be executed on, how do I how do I build that into 122 00:08:24.730 --> 00:08:28.759 my culture to where everyone believes and acts under this premise that everyone deserves an 123 00:08:28.800 --> 00:08:33.720 opportunity to succeed? Yeah, so I want to hit two points there. 124 00:08:33.799 --> 00:08:37.399 Number one is, yeah, I'm a front row fan of the underdog. 125 00:08:37.480 --> 00:08:39.399 Like you should see my innsie a bracket every march. It looks like my 126 00:08:39.440 --> 00:08:43.750 daughter picked it. But you know, I think inside a inside of me, 127 00:08:43.909 --> 00:08:48.429 inside of many of us, like there's that underdog that just wants to 128 00:08:50.149 --> 00:08:54.870 win and give their best, etc. Right, and that stems from that 129 00:08:54.029 --> 00:08:58.860 moment on the bus. And you know just my story, but I also 130 00:08:58.940 --> 00:09:03.460 want to share a big mistake that I made. So you know, that 131 00:09:03.620 --> 00:09:07.220 moment was raging like an inferno inside of me and when I started my company 132 00:09:07.259 --> 00:09:11.250 in two thousand and two like it was that moment that was driving me to 133 00:09:11.450 --> 00:09:18.649 create something. And for the first ten years of building my company, Logan, 134 00:09:18.330 --> 00:09:22.889 I never told anyone that story. My brother knew because he had been 135 00:09:22.929 --> 00:09:24.799 on the bus point with me, but I mean even he didn't know the 136 00:09:24.919 --> 00:09:28.159 impact that it had on me. My wife knew, I had told her, 137 00:09:28.679 --> 00:09:33.600 but outside of her nobody knew. And so finally, about ten years 138 00:09:33.639 --> 00:09:37.830 in, I finally started figure out that, hey, vulnerability is a key 139 00:09:37.870 --> 00:09:43.149 compancy of leadership and up to that point I hadn't had the courage to tell 140 00:09:43.149 --> 00:09:48.590 that story. And you know, I was working on a project a caughtifier 141 00:09:48.669 --> 00:09:52.620 culture. We had had some fortunate growth and it was actually a quiet guy 142 00:09:52.659 --> 00:09:56.620 named Ben, a camera man, when we were filmed that video. He 143 00:09:56.740 --> 00:10:00.460 asked me, because we I just couldn't do the script that we had. 144 00:10:00.539 --> 00:10:03.580 I said, Hey, I can do this, let's just talk, and 145 00:10:03.740 --> 00:10:07.690 he says the Bobby, you believe everyone deserves an opportunity to succeed. You 146 00:10:07.809 --> 00:10:11.929 know why do you believe that? And just unrehearsed, I told him the 147 00:10:11.929 --> 00:10:16.289 bus story and a few weeks later my whole company heard it, and I 148 00:10:16.409 --> 00:10:20.009 often say that that was the flap of the butterfly wings, like that's what 149 00:10:20.210 --> 00:10:24.600 started the transformation of my company becoming a community. And so the reason I 150 00:10:24.679 --> 00:10:30.759 share that is I hadn't told them that story, the one that drives me, 151 00:10:30.799 --> 00:10:33.360 the one that was the origin story, the one that gave me purpose, 152 00:10:33.399 --> 00:10:35.190 and I believe that our core, we all want to be a part 153 00:10:35.230 --> 00:10:39.269 of something bigger than ourselves. But because I hadn't given them what I think 154 00:10:39.269 --> 00:10:43.789 is one of our biggest responsibilities and leadership, and that is contribution. Like 155 00:10:43.870 --> 00:10:48.830 I believe it's our responsibility to give our people contribution. And since I haven't 156 00:10:48.830 --> 00:10:52.220 given them contribution, which is that story, they didn't know how to contribute 157 00:10:54.100 --> 00:10:58.419 and once I did and once I they understood it, then they could then 158 00:10:58.539 --> 00:11:01.860 choose for themselves. Well, yeah, I want to be a part of 159 00:11:01.899 --> 00:11:07.409 this and then they started seeing how is embedding that into everything that we did 160 00:11:09.289 --> 00:11:13.210 know, and they then knew that in my core, all I want to 161 00:11:13.250 --> 00:11:18.049 do is bring that bus story to life. So, but you know, 162 00:11:18.129 --> 00:11:22.360 I didn't tell that story until year ten and I've been telling it ever since 163 00:11:22.480 --> 00:11:26.720 and we've been building them on that sense of community ever since. But whatever 164 00:11:26.840 --> 00:11:31.679 culture you're building, it has to start with that meaningful, purpose driven story 165 00:11:31.679 --> 00:11:39.789 that allows you to give people contribution and you can connect to imagine it a 166 00:11:39.909 --> 00:11:43.950 spreadsheet filled with rows and rows of your sales enablement assets. 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Yeah, you talk a lot about even further in the 181 00:12:56.940 --> 00:13:01.809 book, about how important it is for leaders to tell their story to their 182 00:13:01.929 --> 00:13:07.370 team, and I have to imagine that a lot of folks the the stopping 183 00:13:07.409 --> 00:13:11.769 point is that fear of vulnerability or of that that fear of not presenting the 184 00:13:11.850 --> 00:13:16.240 STR rngth. Would you say that that's what was holding you there, or 185 00:13:16.440 --> 00:13:18.799 it was it just something that you never thought of there and there's not really 186 00:13:18.840 --> 00:13:22.759 value to this, or had you not connected the dots? I just curious 187 00:13:22.799 --> 00:13:26.350 for other leaders as they think about okay, what power could there be for 188 00:13:26.429 --> 00:13:31.190 me telling my story? That drives me, that could drive our company that 189 00:13:31.389 --> 00:13:35.149 much more. What's could possibly be holding them back? That held you back 190 00:13:35.190 --> 00:13:39.950 there too. Well, my observation is that it's been situational for the leaders 191 00:13:39.990 --> 00:13:43.980 that I've had the opportunity guide. For me personally, I was scared to 192 00:13:43.059 --> 00:13:46.580 death. You know, the narrative that I told myself was that, yeah, 193 00:13:46.620 --> 00:13:48.860 they don't need to hear it, they don't want to hear it. 194 00:13:50.220 --> 00:13:56.649 You know what, if I tell the story and it falls flat or they 195 00:13:56.730 --> 00:14:01.289 dismiss it, you know, I'm exposing one of my biggest, most marker, 196 00:14:01.809 --> 00:14:07.090 vulnerable momental moments at like really define what I believe and why I believe 197 00:14:07.129 --> 00:14:13.159 it. And I was just afraid. And you know, I'd like to 198 00:14:13.320 --> 00:14:16.840 think that you had been not asked me that question, that I would have 199 00:14:16.840 --> 00:14:20.799 figured it out on my own, but that too isn't a comfortable thought for 200 00:14:20.919 --> 00:14:26.070 me. So, you know, I I don't have a silver bullet for 201 00:14:26.149 --> 00:14:28.629 anyone out there. All I can share is that, you know, when 202 00:14:28.669 --> 00:14:33.389 I did it, it started to create this kindness and this empathy in the 203 00:14:33.470 --> 00:14:37.470 sense of a community out there and in a sense, to humanize me, 204 00:14:37.580 --> 00:14:41.860 because they could sense how intense I was. They could absolutely feel my passion. 205 00:14:43.820 --> 00:14:46.059 Like most entrepreneurs like, I wasn't burn in the candle at both ends. 206 00:14:46.059 --> 00:14:50.220 I was looking for more wax and you know entrepreneurs know what that feels 207 00:14:50.259 --> 00:14:52.690 like. Yeah, and you know, they just thought I was some other 208 00:14:54.330 --> 00:14:58.490 driven entrepreneur that wants to build something and after I told them that story, 209 00:14:58.529 --> 00:15:01.610 they were like, Oh, now I get it. Yeah, so, 210 00:15:03.009 --> 00:15:05.649 you know, I think what I would say is I finally, you know, 211 00:15:05.690 --> 00:15:07.639 I'll ask leaders. I say, you know, hey, if building 212 00:15:07.679 --> 00:15:11.639 a sense of community is important to you, if given people meanings important to 213 00:15:11.679 --> 00:15:18.799 you, if helping to create a community where people feel like they're part of 214 00:15:18.879 --> 00:15:24.509 something bigger than themselves is important to you, then you decide if you should 215 00:15:24.509 --> 00:15:26.470 share that story. But you know, if those things aren't important to you, 216 00:15:26.590 --> 00:15:30.230 then you know what, maybe you shouldn't take the risk. But if 217 00:15:30.309 --> 00:15:35.309 they are, yeah, as one of my climbers are populous group named Josh 218 00:15:35.350 --> 00:15:39.659 always says, what's the best that could happen? I love that. I 219 00:15:39.860 --> 00:15:43.019 love turn in that common phrase right around. It makes me think of a 220 00:15:43.139 --> 00:15:46.899 phrase I hear from Craig Grow Shell a lot, you know, is that 221 00:15:48.259 --> 00:15:52.330 people would rather follow a leader who's always real than one who's always right, 222 00:15:52.730 --> 00:15:56.450 and I just think it's so powerful that he closes every podcast episode that he 223 00:15:56.490 --> 00:16:00.169 does with those, because I think people need to hear it and not just 224 00:16:00.409 --> 00:16:03.129 hear it once, because it takes some time, either because of that fear 225 00:16:03.210 --> 00:16:07.879 or not connecting. You know, what's the best that could happen if I 226 00:16:07.879 --> 00:16:11.679 do share that story, like your example there. I'm glad you touched on 227 00:16:11.879 --> 00:16:15.000 community, bobby, because another part of the book that that I kind of 228 00:16:15.000 --> 00:16:18.909 dug into was in chapter four. You talked about, you know, this 229 00:16:18.070 --> 00:16:23.269 point of growth slowing down and somewhat plateauing for your company, and the way 230 00:16:23.350 --> 00:16:26.830 you describe it, or at least the way I kind of caught it that 231 00:16:26.950 --> 00:16:30.309 it seemed like you were describing it, is I was still focusing on the 232 00:16:30.470 --> 00:16:33.620 big things. Maybe there were some small things that weren't happening, but that's 233 00:16:33.620 --> 00:16:37.779 because my focus was relentlessly on the big things and it turned out that some 234 00:16:37.899 --> 00:16:41.700 of those small things, going back to that idea of community and everybody feeling 235 00:16:41.779 --> 00:16:45.940 on the same page, weren't really small things at all, and I think 236 00:16:45.179 --> 00:16:49.129 that's probably one of the best lessons out of the book that I think other 237 00:16:49.250 --> 00:16:52.730 leaders could learn from. Do you want to unpack that a little bit for 238 00:16:52.809 --> 00:16:56.409 us? Yeah, well, the the chapter you talking about the phone call 239 00:16:56.529 --> 00:17:02.000 chapter and Yo, I tell the story about, you know, my relationship 240 00:17:02.080 --> 00:17:04.640 with my dad and losing my dad, etc. And you know, my 241 00:17:04.680 --> 00:17:08.839 dad was a he taught me at a very young age that, hey, 242 00:17:08.960 --> 00:17:14.279 regardless of what is or isn't in your pocket, trust is a single most 243 00:17:14.279 --> 00:17:18.670 important asset that you will ever own. And he one of his biggest principles 244 00:17:18.869 --> 00:17:23.349 was if you give someone your word, you keep it no matter what. 245 00:17:23.589 --> 00:17:26.910 And he was imperfect, but he was highly consistent. And so I want 246 00:17:26.950 --> 00:17:33.420 to and and so I knew that that's you know that that's something that you 247 00:17:33.460 --> 00:17:37.940 don't compromise. And you know, at that point of my journey and building 248 00:17:38.019 --> 00:17:44.140 my community, I felt that I was starting to let some of the little 249 00:17:44.180 --> 00:17:48.329 things slide, like showing up late for meetings, you know, not falling 250 00:17:48.329 --> 00:17:52.170 up when I said I was going to follow up. And in a sense, 251 00:17:52.329 --> 00:17:55.009 you know, it's that Old Dogma of the Alphab Myth, you know, 252 00:17:55.250 --> 00:17:57.450 the leadership chains, the IQ chain, whatever you know, metaphor you 253 00:17:57.529 --> 00:18:04.240 want to use. and Yo, that story and that lesson just really reflected 254 00:18:04.400 --> 00:18:11.000 back for me and rein crystallized for me that, you know, regardless of 255 00:18:11.559 --> 00:18:15.069 where this company does or doesn't go like that is the metric that I care 256 00:18:15.190 --> 00:18:19.430 the most about is trust and building it, and at the heart of every 257 00:18:19.549 --> 00:18:26.109 organization that is the prime asset. And you know, I'm a student of, 258 00:18:26.660 --> 00:18:30.420 you know, Steven Mr Covey, and his teaching and his work and 259 00:18:32.059 --> 00:18:34.420 I've been fortunate to build a relationship with them and and learn from them. 260 00:18:34.460 --> 00:18:38.299 But yeah, that's the point that I think I really want to highlight is, 261 00:18:40.380 --> 00:18:48.529 as a leader, really self assessing and and keeping track of those behaviors 262 00:18:48.569 --> 00:18:53.650 that are building trust with every interaction like that's one of your most significant responsibilities 263 00:18:53.690 --> 00:18:57.920 and leadership because, trust me, your people are keeping track. You may 264 00:18:59.000 --> 00:19:00.720 not think they are, but they're deeping track. Yeah, absolutely. I 265 00:19:00.839 --> 00:19:06.000 mean it's kind of akin to what we talked about in personal growth. If 266 00:19:06.039 --> 00:19:08.720 you're if you're not moving forward, then you're drifting backwards. There there's no 267 00:19:08.880 --> 00:19:15.549 stagnant place and with every interaction with your team you're either building trust or you're 268 00:19:15.549 --> 00:19:18.230 a routing trust. It might be very, very small and obviously some instances 269 00:19:18.589 --> 00:19:22.549 there are bigger steps in one direction and bigger chunks taken out of as far 270 00:19:22.589 --> 00:19:26.940 as building or eroting it. But thinking about that, that that every interaction 271 00:19:27.740 --> 00:19:32.579 is either building or roting trust. Right. Yeah, and that's a good 272 00:19:32.619 --> 00:19:34.299 opportunity to go back to that what I said about my dad. He was 273 00:19:34.380 --> 00:19:38.369 imperfect, but he was consistent and that's a key because I think often as 274 00:19:38.410 --> 00:19:44.369 leaders we put a lot of pressure on ourselves to like always give things right. 275 00:19:44.650 --> 00:19:48.970 That's not what it's about at the the it's about being consistent. And 276 00:19:49.210 --> 00:19:52.000 you know, the lesson and that chapter was, you know, choose the 277 00:19:52.039 --> 00:19:56.319 hardest right and you always have to choose the hardest ride over the easiest wronging. 278 00:19:56.359 --> 00:20:00.480 And it because if you don't, you're not going to strengthen the will 279 00:20:00.519 --> 00:20:03.680 of your people to do the same. HMM. And you know, we 280 00:20:03.920 --> 00:20:10.190 we the modeling and around these core behaviors. It's humative and it will not 281 00:20:10.990 --> 00:20:14.390 multiply your community if you're not the person set in the tone. Yeah, 282 00:20:14.630 --> 00:20:17.990 absolutely, well, bobby, I was a big fan of the book. 283 00:20:17.990 --> 00:20:21.940 I've really enjoyed this conversation. You know, I think some of the highlights 284 00:20:22.019 --> 00:20:25.779 for me to share with leaders today would be to encourage them to tell their 285 00:20:25.900 --> 00:20:30.819 story, Lean into that vulnerability and to also think about the importance of integrity 286 00:20:30.859 --> 00:20:36.009 along with those first two pieces in build in trust with with the caveat that 287 00:20:36.490 --> 00:20:41.569 integrity doesn't mean that you know every action is perfect. To Your Point, 288 00:20:41.650 --> 00:20:48.809 your dad was was imperfect but consistent, but that integrity throughout, even when 289 00:20:48.089 --> 00:20:52.440 saying hey, well, I consistently own up to when I mess up those 290 00:20:52.519 --> 00:20:57.039 sorts of things. Any other parting thoughts for leaders? You know you've written 291 00:20:57.039 --> 00:21:00.519 this book, you've shared your story. You consult with leaders day in the 292 00:21:00.519 --> 00:21:04.069 day out. You see some of the common struggles that they are either facing 293 00:21:04.150 --> 00:21:07.789 and not learning from or they're facing and learning from. Any other parting words 294 00:21:07.829 --> 00:21:11.750 for folks out there listening to this today? Bobby? Yeah, I mean 295 00:21:11.789 --> 00:21:15.549 I think I'd share two things. Any through my journey I've learned two things 296 00:21:15.589 --> 00:21:18.700 that have really shaped my leadership philosophy, and that is we must all first 297 00:21:18.740 --> 00:21:22.579 go through struggle, pain and suffering to get the wisdom. So I'll often 298 00:21:22.619 --> 00:21:26.259 say the long ways to shortcut, and then, you know, lastly, 299 00:21:26.579 --> 00:21:30.059 the philosophy around the book. It's pretty simple. It's just not easy. 300 00:21:30.180 --> 00:21:34.609 In that is that we all struggle, but every struggle teaches us something. 301 00:21:36.490 --> 00:21:42.250 That's the gift and leadership is sharing those gifts with others and that's real easy 302 00:21:42.329 --> 00:21:48.279 to self assess if you know, building trust and helping others get to that 303 00:21:48.359 --> 00:21:52.319 place that they imagine is important to you. So you know, as leaders, 304 00:21:52.359 --> 00:21:55.160 we get this side with every one of our interactions, what kind of 305 00:21:55.200 --> 00:21:59.319 impact we want to make. And Yeah, hell, the underdogs keep climbing 306 00:21:59.400 --> 00:22:03.109 and I I wish them all well. I love it, bobby. Well, 307 00:22:03.150 --> 00:22:07.029 thank you so much. I could chat with you all day. We've 308 00:22:07.069 --> 00:22:10.430 had a great conversation here on the show. If anybody listening to this would 309 00:22:10.430 --> 00:22:12.789 like to stay connected with you, learn more about what you and your team 310 00:22:12.789 --> 00:22:15.019 are up to, you and your community, as you put it, I 311 00:22:15.140 --> 00:22:18.140 love that as well. Or find a copy of the book. What's the 312 00:22:18.220 --> 00:22:22.339 best way for them to reach out or stay connected? Yeah, they can 313 00:22:22.380 --> 00:22:25.740 get the book it you know, any of the major retailers. It's actually 314 00:22:25.740 --> 00:22:29.180 a great airport book. It's in a lot of the airports right now, 315 00:22:29.259 --> 00:22:32.730 fortunately, and you know, they can follow me on Linkedin. Pretty active 316 00:22:32.730 --> 00:22:38.089 there. My blog is on my website, Bobby Herreracom and you know I 317 00:22:38.210 --> 00:22:42.170 call it the you know, students have struggle. It's building a fast grown 318 00:22:42.210 --> 00:22:48.440 platform where, fortunately, and you know, my communities website is come. 319 00:22:48.599 --> 00:22:52.720 Name is populist group and that's populist groupcom. So you know we're here to 320 00:22:52.759 --> 00:22:55.880 serve in any way we can help. I love it, bobby. Thank 321 00:22:55.920 --> 00:22:57.589 you so much for making time to join me on the show today. Yeah, 322 00:22:57.589 --> 00:23:03.029 you got it, I'll help you underdogs logging, we totally get it. 323 00:23:03.349 --> 00:23:07.789 We publish a ton of content on this podcast and it can be a 324 00:23:07.910 --> 00:23:11.950 lot to keep up with. That's why we've started the BOB growth big three, 325 00:23:11.390 --> 00:23:15.579 a note fluff email that boils down our three biggest takeaways from an entire 326 00:23:15.740 --> 00:23:22.220 week of episodes. Sign up today at Sweet Fish Mediacom big three. That 327 00:23:22.380 --> 00:23:25.539 sweet PHISH MEDIACOM big three.