IG Live | Why Most Leaders Miss What Matters: Leadership, Creativity, and the Future of Work

Speaker A: Uh, good morning everyone. Welcome, welcome, welcome. It is more good news Wednesday. More good news for me. More good news for you. Uh, we are blessed to be here every day to be of service and a value. Welcome everybody. We're going to be rocking and rolling, uh, in, uh, Chicago next. Uh, then we will be, uh, in. In Newport beach, uh, with Tim Story, J. Abraham Marie Diamond. Come, uh, and join us. Then we'll be in, uh, at the uh, All Star Game. We'll be at Summer League. We'll be at Fanatics Fest. We'll be, uh, with Miami fc, uh, with Messi. We'll be in London, uh, for, uh, private members, investors, Mastermind, uh, first one we're doing there. So if you're going to be in any of those cities, Vegas, Sofi Stadium, Miami fc, uh, All Star Game, Fanatics Fest, NBA Summer League, uh, go ahead, please. Uh, email me david meltzer.com david meltzer.com or if you just want to be informed and invited because our schedule is very active, just text me area code 949-298-2905. Uh, we're gonna take a quick question before we bring Cornelia on and she is, uh, waiting here. Uh, here we go. Who is your hero? So I have subject, topic and expert heroes of mine. My mom is my overall hero. Einstein's my, uh, intellectual hero. Um, my sleep hero is Dr. Me to Singh. My meditation is Dr. Meeta Sagati. Uh, uh, my spiritual is Dr. And Master Shah. Uh, my business hero. Uh, uh, there's a variety of them, but, uh, Bob Proctor, uh, Wayne Dyer, uh, Michael Singer. Just a variety of different ones as well. So, uh, heroes for me are people that sit in a situation that I want to be in according to to subject matter, topic or expertise. Um, and so some of those I pursue and some I don't. For example, my basketball hero. I'm not pursuing my potential in basketball, but it's LeBron James. And so, uh, you can pick and choose heroes or people who sit in a situation you want to be in. And it doesn't mean that you want to pursue your potential of that subject matter, topic or expertise. Uh, so, uh, not, uh, really how people probably look at heroes. Um, Camellia is here, Cho. Up in July, that panoramic leader and how leaders differ, uh, with how they process things. And here she is, Cornelia. Thanks for joining me.

Speaker B: M. Hey, David, it's so great to see you and to share this conversation together.

Speaker A: Well, uh, anything about leadership is good by me. Uh, you're a trusted advisor, uh, like myself with so many Fortune 500 executives. You founded the Leaders alliance, um, and now written the book on leadership, which I'm really excited to read, the Panoramic Leader, um, because I believe that what's lacking in America is the appreciation of our differences. And I think it's very aligned with your book on how leaders appreciate, uh, differences. And that appreciation is how we unify groups, organizations, companies, even countries as we see as we appreciate our differences. I think coming from the sports industry, that's why the Olympics and World cup are so important, is it's one of the few places where everybody appreciates their differences by a common love of a sport or an activity. So give, uh, me an idea. What motivated you through your vast experience, situational knowledge about illustrating and illuminating on these differences and how leadership is impacted by that.

Speaker B: Absolutely, David. So, as you mentioned, I've been working for the past few decades with leaders, whether they're heads of State or Fortune 500 CEOs or founders, um, and entrepreneurs. And they increasingly have something in common. The question I get the most is how do I make good decisions in a world of constant change? So the driver really is the overwhelming unknown that everybody is feeling, um, in different geographies. And, um, these are all very intelligent, capable, experienced people. Um, but the problem is that the world today is changing faster than what we see. It's changing faster than our perspective and our ability to learn. And so that hit me at a very deep level because I've been, um, in constant change for most of my life. Uh, before I turned 18, I lived in north, uh, America and then Asia and then Europe. And I've lived geographies and changed careers more than once. And so what I learned is that, um, the most dangerous thing we can do in leadership is to believe that our perspective is reality and the reality of those around us. And that, um, can lead us to make very bad decisions. And the best leaders are able to take a lot of very different and polarized perspectives, even as you mentioned, and bring them together into a, ah, 3D understanding of, um, a deeper level of the landscape so that we can make better decisions. That's something that my co author and I, Marshall Goldsmith, call panoramic leadership.

Speaker A: Yeah, well, we share, I believe in being those top 100 Marshall Goldsmith, uh, coaches together, and what a great mentor Marshall is as well. But two things come to mind. Um, change is always in human nature there every single day. It's one, uh, thing you mentioned, the acceleration of change. But it's more than just the speed in which things Change, it's how significantly they change so quickly.

Speaker B: Mhm.

Speaker A: And so taking into consideration uh, that things are changing not only faster but more significantly. I mean I get on interview sometimes and by the time I'm done with the interview, AI has changed. Uh, that, so I'll start with that is how the significance uh, of the change has impacted leadership. Because that's truly change has always happened and I think it's always happened fast, but it hasn't happened significantly in such a vast amount of time.

Speaker B: Yeah, there are a few different factors for that. And one is that change before had a beginning, a middle and an end to the change. And then we had a new normal and there's so much change coming from all directions. We have political, uh, instability, we have market, um, disruption, we have AI changing the way we work and it's all um, overlapping. So change is feeling continuous, which is taking over the threshold of feeling completely overwhelmed. And the other problem, uh, with what you mentioned is that it creates even bigger blinds because you may be right about what you see in front of you, but if there's change happening to the side or behind you, then uh, you won't know about it and you'll be susceptible to something we called, which is perspective blindness. And that's making decisions because what you see, um, is right. But it's not enough to be right anymore. You have to be right about the part that you see and to see the rest of the landscape today. Um, and so for example, I was working, um, I was speaking with another executive and they work in the um, online software industry. And their uh, their manager asked them to hire a, ah, AI expert so that they could um, update their product. And they responded that, look, I don't need an expert, I don' expertise in disruption because I am the disruptor. And that was absolutely true a little over 10 years ago when software as a service came online to replace um, CD ROMs and what have you. But uh, it's a change in identity that's so difficult. The disruptor is now the disrupted. And for leaders to be able to move from having the best answers in the room to asking the best questions, um, is, is very difficult. And when you put your value into your identity and who you are, then it becomes even more difficult to change and to see other perspectives.

Speaker A: Yeah, speaking of perspective, that was the second thing that came to mind beyond the significance of the changes that occur. And one of those significant changes is the disruptor has become disruptive. Uh, but perception is interesting. I spend a lot of time studying Relativity. And a lot of people don't understand how perception is reconciled in relativity or meaning. The process in which I see executives, uh, they know that their thoughts create their perspective. They also realize, great leaders, that the perspective they have that they're capable of giving meaning, and that meaning is what then directly is relative to. We are back. Thank you for your patience. Cannot, uh, control technology or the Instagram I got popped off. Uh, I want to thank Cornelia, uh, for joining us. You can check out her new book coming out July 7, the Panoramic Leader, How Great Leaders See Differently. Uh, and, uh, what a blessing, uh, she is. I want to thank her so much for joining us. And, uh, please follow, uh, her, the leadershipalliance.com. uh, Marshall Goldsmith, top 100 business coach. Uh, Cornelia totally can help, uh, us understand where we are and where we want to be. Top executives work with her for over decades. So we're blessed to have those great, uh, leaders. So looking, uh, on here

Speaker C: waiting, um,

Speaker A: for our next guest to come back here. Hopefully, um, as we. Connor Vukalich is, uh, from Daytona Beach, CEO of Poppinjobs. Poppinjobs.com. uh, and, uh, here we go. You'll see if it's Cornelia. Jack Brennan is here. We'll take Jack first and Cornelia as well. Can't control, uh, technology, but there's Jack. Hey, Jack. Thanks for joining me.

Speaker D: Good morning.

Speaker A: How are you doing?

Speaker D: Very well, thank you.

Speaker A: Good to have you. Well, I want to talk about your new film. Um, well, it's not as new, but your film, uh, the Haunted Happy Hour and, uh, how these, uh, types of films are doing today and what you've learned in the last two years, uh, with the film. What was the inspiration for the film?

Speaker D: Um, I think wanting to make something that I would want to watch and that other people would want to watch. That is, I want to say, almost like, not really family friendly, but, you know, advertiser friendly. There's no real violence, there's no bad language, there's no nudity. It's something, you know, just good entertainment that you could watch over and over again. And so that's why I wanted to just kind of put something kind of good out into the universe that, you know, might make people smile a little bit.

Speaker A: And for you, what have been the challenges? Has it been marketing, distribution? Where the challenges been?

Speaker D: I think probably the hardest part has, has been the. The distribution aspect of it, getting it out there, uh, getting people to know about it, the marketing aspect of it. Because, you know, once, Once it's out there on the streaming platforms, then you have to let people know, hey, this, you know, because there's so much content now. There's just so, so many movies coming out every day. It seems that it's, it's, it's a very uh, crowded field now, you know, so getting, getting people to know that hey, there is new content out there that's, you know, that you can watch with your, your teenage kids that's not going to, you know, freak everybody and make it awkward if you're sitting there watching, you know, watching some of the stuff that comes out these days. So that, you know, really, uh, the distribution, marketing aspect of it is just. Has really kind of been the most challenging. You know, getting it made was, you know, it was tough. Um, and then the post production. But yeah, just once it's out there it's like you got to market it and get eyeballs on it.

Speaker B: Yeah.

Speaker A: Ah, did you fund it yourself?

Speaker D: I'm sorry?

Speaker A: Did you fund the project yourself?

Speaker D: Oh yeah, it was uh, it was self financed.

Speaker A: Yeah. Well, you know, congratulations to you. Most people, uh, movies and films are just great ideas and as an executive producer and film funder, uh, I know how difficult uh, that is. Uh, but then the job just begins as you're learning and can't sell a secret. And it's true about tremendous books and watch some tremendous films uh, that the whole world has not known about. And uh, you know, it was one of the difficulties of accessibility. Sure. Years ago you couldn't build your film for what you built it for. But then again if you got it made, uh, it was a lot easier to distribute and market it because there is less films uh, made and less platforms to uh, put it on. Where can people find the film?

Speaker D: Um, they can watch it for free on the Roku channel. Um, it's available for streaming there. Um, we're also available on Relay TV, storytv.com uh, Fossum TV, uh, available on YouTube, streaming with ads and then you can also uh, buy and rent on Amazon Prime. So we're, we're out there and uh,

Speaker A: give me a little bit of a stimulus of the storyline, uh, to entice kids and parents and families to watch this uh, very entertaining and clean type of entertainment.

Speaker D: Yeah, so it's uh, I would say it's probably um, probably good for kids 14 and up. You know, something like that. Um, the, the story is, it's basically a romantic comedy set at a haun haunted bar. Um, the story follows Jay who's kind of a down on his luck, uh, bar owner and he's about to get evicted from his bar. So he concocts this scheme to get his bar added to the local ghost tour. And in the process of getting the bar added to the tour, he hires some paranormal investigators to come out to. He was going to kind of trick them to fit into believing that the bar is haunted. And in the process of the paranormal uh, uh, investigate investigators coming out, they actually unleash a real ghost and then the bar does become haunted. So um, and you know, so it's a, it's a cute little story and it's about you know, the, the people that work at the bar and the regulars that come in every day and sit at the bar and you know, the, the relationships between the, the employees and the, you know, and the bar patrons and that sort of thing. And so it's, it's just uh, a good, cute little feel good story, you know.

Speaker A: And what parts did you play? Did you write the film, produce it, uh, direct it, star in it?

Speaker D: Yes, yes, yes and yes.

Speaker A: Right on.

Speaker D: Kind of everything really. Um, uh, when it comes to the writing, the directing, uh, uh, producing, editing, um, but we did have a really great cast and crew, um, had a really great uh, cinematographer, great um, uh, Assistant Director, 2nd AD. Like we just had such a good group of cast and crew, uh, cast super talented. My wife actually did, did the casting and she was just like on point with like the actors that were portraying these characters. It was just like you could not find a better group of, of, of talented individuals to, to bring these, these roles to life. It's so we really, we really, you know, we're, we're blessed in that sense that you know, that the universe just, everything just fell into place, you know and it was, it was awesome, you know.

Speaker A: Well, let's continue that coincidence, the coinciding in the universe with a family friendly film. It's called Haunted Happy Hour. Go to Jackson Bremen.com or go to Roku, Amazon prime. You can find it all of those places. Uh, enjoy. It's PG13 so keep uh, those kids in good content. Surround yourself with the right people and the right ideas. Uh, Jack, we're going to be in Newport beach on Tuesday. We'd love to invite you down or Sofi Stadium after uh, after the World Cup. But we have Jack, uh, Tim Story, myself, Marie diamond from the Secret, uh, Jay Abraham, John Coyle. We'd love to invite you down and uh, introduce you in the movie to the neighborhood that we have. So uh, how much you reach out and hopefully I'll see you on Tuesday, if not later in the month. Awesome.

Speaker D: Sounds great. Thank you so much for having me.

Speaker A: You got it. Congratulations.

Speaker D: All right, thank you again.

Speaker A: All right, go to jackbread.com and check out, uh, the Haunted Happy Hour. Uh, what a great, great. I love clean films. All right, Connor's here. We went a little bit out of order, but Connor is here, ready to go. Hey Connor, how are you?

Speaker D: Good.

Speaker C: How are you?

Speaker A: Kind of vukalich. He is, uh, like I said before with popping jobs poppinjobs.com and uh, really a great and very uh, timely and needed, uh, uh, solution, uh, as you're connected to over 120 high schools and helping kids that are 16 to 24, uh, of course getting traction, um, with popping jobs. Uh, how did you figure out this was the niche for you and for popping jobs?

Speaker C: Well, funny story is, uh, I actually struggled myself to find a job. So I might not look it, but I'm only 20. Um, and back when I actually started this company, I was in high school and I was looking for a job and I just couldn't. Ah, that really opened my eyes to the possibility that there are a lot of students out there in this world, um, especially in the US right now that are struggling to find these positions just to kind of get their foot in the door. Um, and that led me to create popping jobs.

Speaker A: Wow. Kids having such difficulty. I mean I have four kids that are in this range. So I know, or think I know the answer. But what are some of the things that has, ah, occurred that makes it so difficult today?

Speaker C: I think there's a lot of different things. I've kind of narrowed my big three down, uh, from the vast majority of all the other ones out there. Um, but kind of the big three list of them is you've got. AI has been a big kind uh, of proponent of unemployment. People are taking these entry level jobs, um, you've got online work which is kind of limited. The amount of opportunities for people to get into the door and kind of learn. Companies don't want to hire somebody who they have to train virtually. It doesn't work out. Obviously we've experienced that with COVID and online learning. It doesn't work out super well for everybody. Um, and then finally you kind of have these minimum wage laws that are going to affect, um, where, you know, super high minimum wages reduce the employer's desire to hire somebody who has a little experience and they can get, um, somebody with a degree, um, or somebody who has more experience for you know, that high price. Um, so this kind of those three things that I've seen really make a big impact on high school college students getting into their first, second, third job.

Speaker A: Yeah, we have a huge internship program and, uh, 50% of our interns come from application and 50% come from recommendation. And I always felt that the 50% that would come from the, uh, application would be far more qualified than the 50% that come from the recommendation. Uh, and one of the things that people worry about are these kids lack motivation, that they're entitled. And I just think that's human nature. I think from the 1900s on, grandparents and parents have always said the next generation is lazy, they lack motivation. And it's, it's not true. I. Thousands of kids I work with, and I'm chief chancellor of Junior Achievement University, which is kids 15 to 25. Right. In your demographic as well. And I will tell you this, our bench is deep, very deep when it comes to motivated kids or inspired kids. Um, but they do lack access, uh, to training, mentorship, entry points, as you mentioned previously. Um, why do you think so many kids don't know how or where to ask for help? Because I find there's a lot of people that will afford a training and mentorship opportunity especially or even an entry level position.

Speaker C: Yeah, no, I mean, that's a really big topic and um, something that we're trying to fix at poppinjobs being kind of like that go to spot for, for education, for learning and getting into the workforce. But one of the big things I think that we're seeing is, you know, high schoolers just don't really know where to go if they don't have direction. A lot of the schools we work with are kind of like your lower class, um, a lot of, uh, schools where people just don't have those great opportunities. Um, so all you're seeing is, you know, what's on the media, what's on tv, um, and maybe a couple things their friends are saying that just kind of closes the doors. It doesn't open your eyes to the various opportunities out there. Um, so I think, you know, if we can get students into kind of these areas where they can learn about the different opportunities that there are in the workforce, uh, it really expands their horizon. Um, you know, you'll have to go to college and get a degree to be successful. There are so many different things, especially with, uh, trades and side hustles and all these different things that are available, especially with technology, um, being able to get those students into these and see what other opportunities there are.

Speaker A: Yeah, and there are many opportunities. With all change comes opportunity. And whether it's the minimum wage, whether it's AI, whether it's virtual assistants, whether it's online opportunity, uh, or capability, uh, there's a lot of opportunity, at least for training, mentorship and entry level positions for young people. But you need help and you got to ask for help. And that's why you go to poppinjobs.com and uh, take it from someone who sits in the situation that you want to be in. Connor Vukulich is there to help you. He knows what it's like not to be able to find a job. And he's providing a platform to solve a solution that he wishes was available when he was looking for a job. So if you're 15 to 25, uh, and you're looking for training, mentorship or an entry level position, want to get your career started or just want to learn, go to poppinjobs.com Connor, promise us you'll come back. Uh, we'll be down in Florida with Messi, uh, with the Miami fc. Maybe you'll come down south from Daytona and join us. It'll be invitations, not obligations. But I'll have my team reach out. Thanks for joining us.

Speaker C: Absolutely. Thank you so much.

Speaker A: You got it, buddy. Take care.

Speaker C: You too.

Speaker A: Bye.

Speaker C: Bye.

Speaker A: All right, that'll do it for today. That's right. More good news. Wednesday. No longer is it hump day. Don't go over it, under it, through and around it. Stop lying to achieving it, denying it. Just apply it with positivity with positive influences. Remember, don't do business with dicks, that's for sure. Uh, anyway, if you want any type of help, if you want to join us, David means beloved. D is my first initial. Meltzer means servant. Email me davidmeltzer.com pin right below if you want to be invited to the Mastermind with Tim Storey Chicago meetups, holding courts, interviews, VIP dinners for charity. If you want to go to Sofi Stadium, Miami FC with Messi if you want to go to London for a private member investor group. If you want to go to Sofi stadium, you want to go to the the win in our studio at the lobby for summer league VIP dinners, interviews, etc if you want to go to the MLB All Star game, uh, VIP dinners, holding court interviews. If you want to go to New York City for fanatics fest meetups, holding courts, VIP dinners for charity. All of these are available to you. You just got to either email me the beloved servant David Meltzer.com or text me area code 949-298-2905 and you'll be invited, or at least informed. Uh, we're going to be 200 cities a year. Uh, remember, most importantly, be more interested and interesting. Be kind to your future self and do good deeds. See you tomorrow.