Brand Building: He emphasizes discipline, emotional intelligence, and people skills - AI is not a threat.. - Strawberry Letter

Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Hi, I'm Rashan McDonald host the weekly Money Making Conversation
Masterclass show. The interviews and information that this show provides
off for everyone, now I'm talking about you. It's time
to stop reading other people's success stories and start living
your own. If you want to be against on my show,
Money Making Conversation Master Class, please visit our website, Moneymakingconversations

(00:20):
dot com and click the b I guest button. If
you're a small business owner, entrepreneur, motivational speaker, influencer or
nonprofit now let's get started. My guess is a two
time combat military veteran and Business Hall of Fame and Deptee.
He is the founder of Moreland Training and Associates, where
he delivers executive coaching, leadership development, and innovative training programs

(00:44):
that we all need. Please work with the Money Making
Conversation Master Class, Doctor Will Morland.

Speaker 2 (00:50):
How you doing, doctor Will Man? I'm doing fantastic man.
And first let me please say thank you for having me.
I've been a great admirer of yours for years, so
it's truly an honor to have the opportunity to sit
down with you.

Speaker 3 (01:02):
Well, thank you for that compliment.

Speaker 1 (01:04):
My wife always says, I don't know how to accept compliments,
so I'm.

Speaker 3 (01:07):
Gonna say thank you.

Speaker 2 (01:09):
I appreciate you coming.

Speaker 1 (01:11):
I appreciate you coming on the show. We were start
talking about leadership. You know, you have a military background,
so you're a person who's been led a lot. Explain
leadership and also how you incorporate your leadership training that
you present to us based on the leadership training you
received in the military.

Speaker 2 (01:29):
Yeah, great question. So for me, leadership has played a
humongous impact in my life. When I joined the military
at the age of nineteen, coming originally from Compton, California,
I really didn't have structure, didn't have vision, didn't have
discipline in my life. And so by joining the military,
I immediately begin to get structured, get disciplined. And one

(01:53):
of my leaders in the military begin to talk to
me about vision and having a vision for my life.
And he always to tell me, you can't lead anybody
else and who you learn how to lead yourself? And
so over the last twenty five years, leadership has been
a great component in my life and now we get
to teach it literally all around the world.

Speaker 1 (02:14):
When you say we, I see the name doctor Will Moreland.
Now we talk about your your military resume, where does
the academic training come in.

Speaker 2 (02:23):
So academically, I have a doctorate in strategic leadership, and
I've been able to use that with the training that
I received in the military to start more than training
and associates. And so it's where I and my associates
that work with me, we have the opportunity to go
out and we work with Fortune five hundred companies, We

(02:44):
work with collegists, pretty much any company that wants to
develop in their leadership and have leaders that are phenomenal
that know how to lead their employees and their teams.

Speaker 3 (02:56):
Doctor, will you built an umpire empire?

Speaker 1 (02:58):
Excuse me? You built an around leadership and civility. What
first inspired you to connect money and manners as a
pathway to success?

Speaker 2 (03:08):
A great question. So when we look at civility, and
what I like to say civility is is the intentional
respect of others. So when you think about in the workplace,
people that are respected are more productive, and so if
you're more productive, you're going to be more profitable. And
so I begin to see in my leadership journey, people

(03:30):
used to ask me, how do you get your teams
to respond to you, how do you get them to
be so productive? And I begin to share with my
other leaders. I said, it's the way that I treat people.
So in the morning, before I would ask them, did
you get my email? Did you accomplish that tax? I
would ask them a human question. I would ask them,
how want are you do it? Is there anything that

(03:52):
I can do for you? And the more I begin
to treat them as a human, the more they wanted
to perform for me. And the more they wanted to
perform for me, the better our profits work, and the
better our profits are our results work. So I don't
always tell CEOs and are tail leaders all the time
that stivility is profitable and incivility wants you billions of dollars.

Speaker 1 (04:18):
Absolutely, I agree with that. You trained leaders across the world,
doctor Will. What's the biggest mistake you see executives make
when trying to build a winning culture, like, for instance,
Aaron Glenn, let's go to football. All you talk about
is the New York Jets. I've try got to change
the culture. Any time of coach comes in, I gotta
change the culture. You hear a lot in sports. What

(04:41):
culture are you trying to change in the corporate space.

Speaker 2 (04:44):
Yeah, so in we understand that you have your board
of the rictors, right, you have your your stockholders. Everybody
wants you to make a promfit. That's the bottom line.
You know, business is about making profit. But what I
teach is that before we focus on profit, we got
to focus on the people. And so once again, if

(05:04):
you have the right people. Jim Collins talked about this
in his book Goood to Great and it talks about
having the right people on the bus, but then having
the right people in position on the bus. And so
when we go in and we work with organizations, we're
always talking to them about the people. Do you have
the right people in the organization. If you're thinking, you

(05:25):
brought up sports. If you're thinking about sports, you know Lebron,
James Michael, Michael Jordan. He was always talking and they're
always talking about having the right teammates, and so they
would make trades. They would say, you know what, I
don't have the right supporting cast around me. So we
have the goal of winning the championship, but if we
don't have the right pieces in place, we can't win

(05:48):
that championship.

Speaker 1 (05:50):
So let's bring this out to entrepreneurs. And small business
owners you know who may be dealing with anywhere from
two to ten employees. Now that's structure. How and from
a leadership training and understanding your base, what do you
examine because when the corporate structure, you know, you may
be dealing with five verses of two thousand or ten

(06:11):
thousand employees. This show really primarily Doctor Will focuses in
on the small business owners, the entrepreneurship and small businesses. Okay,
to more specific, how does one look at their culture
and disseminate because I had to do that in twenty
twenty three. I had to look at my culture or
my employees and realize I didn't have the right people

(06:33):
around us. And that's basically what you were saying talking
to my listeners or the viewers, depending on how they're
going to take on this content. How do you present
that as a leader in of a corporate environment or
employing people.

Speaker 2 (06:48):
Yeah, going back to what my leader taught me is
you got to be a leader of your So as
a small business owner, which I am as well. I'm
small business owners. We have a small team. I had
to first look at myself. I had to look at
my talents. I had to look at my skill set.
And once I really identified my skill set, I was
then able to see who else did I really need

(07:09):
around me. A lot of times with entrepreneurs, we think
that we need this big, gigantic team, and so we
miss hired what I call mishiring. We go get all
these people because we think it takes a lot of people.
But you don't need a lot of people. You just
need dedicated people and focus people. So first you're going
to figure out who mine. And one of the things

(07:31):
I did with Sean was we do I get paid
for now? I know, as an entrepreneur, you're probably wearing
a lot of funds, right, but you need to figure
out what does your company pay you for. So for me,
my company pays me to create content, to find new business,
and to network. Those are the three primary things that
my company pays me for now. As an entrepreneur. When

(07:53):
I was first getting started, I was doing everything. I
was doing accountant, I was doing marketing, I was doing advertising,
I was checking emails and all that kind of stuff.
But to get my company to scale up and go
to the next level, I had to first find out
what I was good at, and then I surrounded myself
with the right group of people.

Speaker 3 (08:11):
So in the end, one as a leader has to
look in the mirror.

Speaker 2 (08:15):
Gotta look in the mirror, gotta look in the mirror,
and you got to ask yourself, who am I like,
what are my skill sets? And what is the thing
that brings me joy. I like to call it your
genius zone. What is your genius zone? And you want
to do everything you can not to step out of
that genius zone.

Speaker 1 (08:34):
I'm talking to doctor Will Morland. He is a two
time comeback military veteran and Business Hall of Fame inductee.
He is the founder of the Moorland Training and Associates,
where delivers executive coaching, leadership development, and innovative training program
Now where are you based, doctor Will?

Speaker 2 (08:52):
I am based in Phoenix, Arizona, where God vacations.

Speaker 1 (08:57):
Would he my daughter trained there. I know exactly what
you have.

Speaker 3 (09:01):
Brothers.

Speaker 1 (09:01):
So in the it's ice cold in January and smoking
hot in July. That's explain that to me, brother, because
in January you're like, Okay, am I in Phoenix?

Speaker 3 (09:14):
Yes you are. Let's ask this question now.

Speaker 1 (09:17):
Because my show is national, you know, it's always heard
podcasts syndicated on HPCU twenty eight to be exact nationwide,
how are your services offered nationally?

Speaker 2 (09:31):
Yeah, so we have a framework that we researched over
the last twenty years and that framework is what we
call the Civility Advantage. And with the civility advantage, we
had six pillars that we teach our clients. And just
to give you the first three pillars is what we
call our foundational pillars. And the first one is you

(09:54):
have to be clear. You have to be clear about
how you want your culture. You have to be clear
about that. And so as the leader, you got to
ask yourself, how do I want people to feel when
they come into the office. How do I want people
to feel? And I always tell leaders you can gauge
this by your employees. How do they feel on Monday morning?
Are they excited about coming to work? Are they dragging

(10:18):
to work? And so you have to get clear. The
second thing is it's communication. You have to constantly communicate
that this is our culture. And so when you see
things that's outside of the culture. Let's say you see
another employee mistreating or talking down to another employee, You're
going to call it. You got to call it on
the carpet and say that's not what we do here.

(10:39):
That's not our culture, right, that's not what we want here.
So once you get clear, once you're communicating that this
is what the culture is going to be, the next
thing is you have to be consistent. You have to
be consistent in that culture. It can't be I tell
leaders all the time, you know, this can't be just

(11:01):
a check, you know, a check on the during the
month of February where we're doing Black history or something
and we're gonna play nice in the sandbox. This has
to be embedded throughout our culture and it has to
be consistent.

Speaker 1 (11:16):
It was really important. I want to go back to
I mentioned it twice the two time combat military veteran
off air. I asked you exactly what that meant? I
want to at least educate my audience when I say that,
what does that mean?

Speaker 2 (11:29):
Yeah, So that means I was deployed to where we
were having conflict or we were doing conflict resolution. And
so many of your listeners will remember the Iraq War
and some of them may remember the Bosnian War. So
during the Bosnian War, it was Bosnia they were fighting

(11:52):
for their independence and America being an ally for them.
We went into a system in getting their you know,
and so I was deployed for in that deployment, I
was deployed for nine months. And so when we talk
about being deployed, you're away from you're away from your family,
You're in danger twenty four hours a day. And so

(12:16):
even when we think about leadership, the training that you've
gotten during that time, it's uppermost that you stay in
line with your leaders and stay in line with what
they're telling you. Because what we used to say is
stay alert, stay alive because it literally was a life
and death situation.

Speaker 1 (12:35):
The reason I bring that up because of the fact
that it's all about trust. Yeah, you know, at that level,
we had to trust. And so if our employee is
working for a company that they don't trust, if they
work for have a supervisor they don't trust, that's a
culture that will not be lead to any long term positivity. Now,

(12:57):
like you mentioned, if you see an employee, you know,
kind of saying derogative or kind of like talking down,
being over the aggressive with another employee, you step in
on that. Now, when you go through your training session,
how do you audit the potential company or situation that

(13:17):
you bring your company into.

Speaker 2 (13:20):
Yeah, so we have assessments. So whatever organization we're working with,
we have assessments that we give them to give to
their employees. And this assessment, their employees get to fill
it out. They don't have to put their name on
it or anything. So we get honest feedback and from
that we're then able to take it to the leadership
and say, this is what you have up on the wall.

(13:42):
You say, this is our company, X, Y, and z,
this is what we stand for, but this is how
your employees feel about the company. So over here on
the wall. You know, when you go into corporations, they
have the vision, the measure statement, and all this kind
of stuff. We're a family and all that type of stuff.
You may be in the right place, but the actuality

(14:04):
of that may be a totally different thing. And so
we're able, through these assessments to get real time feedback
and we're able to go to the leaders and say,
this is what the data is showing us, this is
what the research is showing us. And so you can
have the right intent, but let's really look at the
data and this is where your company is. And so

(14:25):
that assessment gives them a score a score from a
metric of one to one hundred, and so anything under
you know, anything under fifty, anything under sixty, your company
is suffering and we need to get in there and
do some operations.

Speaker 3 (14:41):
And like you said, not for a specialty mark.

Speaker 1 (14:44):
Run your business, you know, like I always tell people,
you know, they don't just don't do taxes in the spring.

Speaker 3 (14:51):
Taxes a year round. Okay, now just in the spring.
You may have an issue with your tax management.

Speaker 1 (14:57):
Because you got to be watching those books and also
cash flow and understand how you can project.

Speaker 3 (15:03):
So all that comes into play. Stay with us.

Speaker 1 (15:07):
More money Making Conversation Mastering Lass coming up next. Welcome
back to Money Making Conversation masteric Lass with me Rashaun McDonald.
Let me ask you this question, doctor Morland. You're the
founder of Moreland Training and Associates. I go, there was

(15:27):
three key things I shouted out. If you, I want
you to explain to people exactly what you're saying when
you say your firm or your company delivers executive coaching.

Speaker 3 (15:39):
What exactly is that?

Speaker 2 (15:40):
A great question? Thank you for that. So when it
comes to executive coaching, what we found out over the
years were a lot of people were getting put into
positions that they really weren't equipped for. And so what
most organizations do is they look for those employees that
are doing real good in their task. So, for instance,

(16:00):
you may be a salesperson and you're crutching it. You're
crushing it as sales, and so what your company will
usually do is want to duplicate that. They'll want to
duplicate that in other employees. So they'll puol you from
the sales floor and they'll say, all right, will you're
now in charge of these ten people. And what we
found out was when you got put in charge of

(16:22):
those ten people, you didn't realize that you needed people's skills.
You didn't realize now you needed to motivate and inspire
these ten people. And the same thing that inspired and
motivated you is not the same thing that inspires and
motivates them. And so now this now leader, this brand
new leader he now or she now, is now distressed.

(16:45):
They're now deflated because all of their success was coming
from what they were doing. Now their success comes from
what the team is doing. And so we started to
see that many of these leaders just didn't have the
skill sets to work with people. So when we talk
about executive coaching, organizations bring us in to work with
their leaders and we teach them the leadership skills that

(17:07):
they need so they can be successful.

Speaker 1 (17:09):
Okay, cool, Now let's talk about the what we said. Now,
you know that's executive coaching. You just kind of said
that word that I'm going into leadership skills. But how
do you develop those leadership skrills through your company more
than training and associates.

Speaker 2 (17:27):
Yeah, So we have curriculum that we use, we have
books that we use. So one of the tools that
we use is my book called Leading with Civility and
then Leading with Civility. We have another framework that we
call our Champs Framework. And in our Chance Framework, we
take these leaders through this six month program of breaking

(17:48):
down and so the champ is an acronym and so
we break that down and they have coursework that they
have to do. And so it's just like being in
college again. Right, It's like, here's the degree I'm want.
The degree I want is to be a phenomenal leader.
And so if this is the degree I want, here's
the force work then I have to complete.

Speaker 1 (18:07):
You know, it's really interesting when I hear the very articulate.
Obviously that behind that articulation is a high degree of
intellect of fearlessness, because you were a lot of fear
stops a lot of people know there's people working at
jobs they're afraid to lead their job, their relationships, they're
afraid to lead those relationships. Do you talk about fear

(18:29):
or overcoming fear in your training sessions?

Speaker 2 (18:32):
But we have to because to your point, Rashan, that
stops a lot of people. As I said earlier, I'm
originally from Compton, California, So i was born in Compton
when they said Compton was literally the worst city in America.
And so if you had fear, you weren't you weren't
going to make it. But when I learned about fear
was fear is just information, right, Fear is really the unknown.

(18:56):
People are afraid of the unknown. And how do I
deal with the unknown is through information. The more information
I get, the more confident I am. And so when
I work with leaders, I'm really just asking them what
are they afraid of? If you have this fear, what
are you really afraid of? And let's get you information.
And so, as you said earlier, a lot of people

(19:16):
are scared that they're going to get their job. Another
a big issue right now is just doing a training
with an organization yesterday. AI. People are afraid of AI.
Is AI going to replace me? Well, once again, that
fear is coming from a lack of information, and so
one of the things that I shared with them used
to do was that AI is not here to replace you,

(19:38):
is here to enhance you. And so instead of really
from it, you need to embrace it because you're not
going to get You're not going to get replaced by AI.
You're going to get replaced by a person that has
embraced AI.

Speaker 3 (19:53):
I love that idea. And I talked about staff.

Speaker 1 (19:56):
You know, I went through a co kind of like
a small business training. I'm based in Georgia, and one
of the goals was to introduce AI into my world,
you know, and we use it a lot for you know,
we do podcasts here, so we use it for descriptions,
we do it for social media campaign pitches and ideas,

(20:20):
and so it's like having an extra employee.

Speaker 3 (20:23):
That's how I see it, And a lot of.

Speaker 1 (20:24):
People need to who usually say, okay, said I have
ten people, I might have fifteen people with AI. And
if it's told to employees that way, we're not trying
to We're trying to grow the business technical from a
technical standpoint, because we're trying to compete. And that's how
I see AI AI's usage and also the pitch style.

Speaker 3 (20:46):
Correct.

Speaker 2 (20:46):
Oh man, you're absolutely right, And I told them yesterday.
If you've ever said I wish I had another meet,
or if I just had two more of me, I
would be okay, Well, that's exactly what AI does. And
so here at our company, I've told all of our
people to embrace AI and I want AI just like

(21:07):
you said about description. I got AI to do about
seventy percent of your work, and then I want you
to bring in thirty percent of your genius to bring
us to that one hundred percent. And so yeah, we're
all in on AI because it has made our company
so much more efficient. As we're doing assessments, we can
serve our clients a whole lot better. So I'm one
hundred percent all in on AI. My man, Thank you.

Speaker 1 (21:30):
My friend doctor Will Morland, he's a Hall of Fame
business executive and inductee. What's your cartier for saying yes
or no to an opportunity?

Speaker 2 (21:41):
At this point, mainly like you, it's all about alignment.
Right early in your career you say yes to everything,
but the owner you get. Now it's about alignment and time.
And so when I start thinking about humans time, I have.

Speaker 3 (21:55):
Will because surely enough will you, young brother. It's about opportunities.

Speaker 1 (22:00):
I can say, if you can't get out of the bed,
then you might miss the opportunity. So it always tell
people on my show, between the ages of eighteen and
twenty two, that's when you are fearless. That's when you're
the big dreamer, and that basically that's when you say,
this is what.

Speaker 3 (22:14):
I want to be.

Speaker 1 (22:15):
When you get out of that twenty two range a
eighteen twenty two, you know, you.

Speaker 3 (22:19):
Might get mad, might get a job you really don't want.

Speaker 1 (22:21):
You might move out of the city, like you said,
you join the military, and it might change your focus.
And I always tell people, if you out of focus,
go back to those eighteen to twenty two timelines. What
did you want to be?

Speaker 3 (22:34):
Then? Where did you want to go with your life?

Speaker 1 (22:36):
There that at least sets you in a perspective of
who you wanted to be. Now, with that being said,
you have your twenties, you have your thirties, you have
your forties and I always say this too, doctor will
do not let age be an acuse.

Speaker 3 (22:53):
Okay, so now talk brother.

Speaker 2 (22:56):
You're absolutely rid. So I had a framework I always
use frame works for me and for me, the framework
for this is living from your core and core is
an acronym C or E. It stands for clarity, opportunities, relationships,
and experiences. So when you ask me, how do I
say yes to something, I'm right now very clear. I'm

(23:17):
very clear on what I want to do personally. I'm
very clear what I want to do professionally. So when
opportunities come, if it's not in alignment, I'm very clear
that that's not what I want to do. So then
when I look at opportunities, I'm looking for opportunities that
are in alignment and what I'm clear about. And then
I ask myself is this going to impact relationships that

(23:39):
I currently have right now? Is it going to help
those relationships or hinder those relationships? And then the last
is the E. Is it going to impact how I
experience life? I know how I want to experience life,
and so is this opportunity if it did good, will
it enhance my life? If it crashed? And burned. Will
it diminish my life? So that's how I look at things.

(24:01):
I look at everything through the lens of living through
or living from my floor. And so that's how when
anybody asks me to do anything, it has to fall
into that alignment.

Speaker 3 (24:12):
Wow.

Speaker 1 (24:12):
I love the word of core, and when you talk
about working out, you have to have a strong core.
You got everything come and everything has to be centered
on something. And the word discipline, I think is the
overriding pitch that you're given in this interview I'm having
with you.

Speaker 2 (24:27):
Correct, discipline is the bridge if you want to get
from A to B, A to Z, it's discipline. It's
what you do, whether you call it habits, whether you
call it routines, it's what you do every single day
over time that's going to get you to your end goals.
So you're absolutely right and goes back to that's one
of the things that I learned in the military. You know,

(24:48):
disciplined in your appearance, discipline in you. You articulate discipline
and then show up. And so everything was based on discipline.
How you treat each other, the disc dicipline of culture,
and so discipline has been very big in my life.

Speaker 1 (25:05):
Well, I'm glad to hear that because of the fact
that I'm a focused person and I like to be
able to say inconsistency. I always tell people two things.
The two seeds in my life are communication and consistency,
which leads to, you know, being focused and discipline.

Speaker 3 (25:21):
Now, it was of course you presented to me.

Speaker 1 (25:23):
You know you've held countless speakers and leaders turn their
passion into profits.

Speaker 3 (25:28):
What's the formula behind you? A million dollar speaker framework.

Speaker 2 (25:32):
Yeah, so we have a framework that we call our
PAM system or our PAM formula. And this is a
framework that I came up with after literally researching literally
the best of the best in the speaking industry, the
less Rounds of Lisa Nicholas, the Jim Rohmes and zig Zigglers,

(25:53):
all the best of the best. And when I found
out Rashani came down to three things that really separated them.
Number one, it was their positioning. Each of them had
a strong positioning. So if you're familiar with less Brown,
his positioning was you got to be hungry. You got
to be hung you want to be successful. You got
to be hungry for success. You want to lose weight,
you gotta be hungry to lose weight. You want to
better relationships, you got to be hungry. That was his positioning.

(26:16):
And then the second thing that A in the PAN
formula is your competitive advantage. What is your advantage? You
got to find your unique positioning in the marketplace. And
so once again using less brown less brown is great
at memorizing folks, He's great at motivation. That's his competitive
advantage bar none, no one can do it better than him.

(26:39):
And then that third thing is marketing. That's where the
rubber meets the road. And marketing for me is just
your consistent messaging in the marketplace. And so when people
think about you, if I said I want a Hambrible,
I say, Rashaana, I'm coming to Atlanta. I'm coming to Georgia.
I want to Hamburg. Where can I get a handlegger?

(27:01):
You can see me to a myriad of places. But
if I say Rashon, I want to big we want
to Big Mac when I get to Atlanta, You're only
sending me to one place. You're sending me to one place.
And so in your world, when people say I want
to take my brand to the next level, I want
to go to the next level, it's for Sean McDonald's
he's the one. He's the magic behind the summons. He's

(27:24):
the secret in the Simpson So we can name so
many people, you know, Steve Marvey and and Steven a
and so many people. When you look at their success
and you see, but who's the magic behind it, They're
gonna come to Rashan mcdugan.

Speaker 3 (27:40):
Thank you again, you know for that compliment. How do
we get in touch at you, doctor Will Morland.

Speaker 2 (27:45):
It's very simple on all social media platforms. It's at
doctor Will Speaks. So d R W I L L
S P E A K S at doctor Will Speaks.
That's my website, doctor Will Speaks dot page. I would
love to connect with you. I would love to see
how your impact in the world reach out to me.
I'm on social media everywhere.

Speaker 1 (28:07):
Well, you know the beauty of a communicator, and that's
what you are. I want to ask you over just
go back as a young man. You know, I'm very
familiar with comfortable. Moved out to la in nineteen ninety
and people need to understand, you know, they talk about Chicago,
but it was it was opening opening news was just
like this hospital, this hospital, turn to this hospital. It

(28:30):
was drive bys were utterly ridiculous. The environment utterly ridiculous.
The environment he lived he grew up in. When did
you start noticing or people start noticing because you are
here because somebody saw something in you? You know, I'm
here because somebody saw something in me. I will honestly
tell you that, what did people seeing you? And when

(28:52):
did you finally admit the gift that you were using
now was the gift they saw long time ago?

Speaker 2 (29:00):
Man? That is so powerful, and I thank you for that.
I was, I know exactly. I was at eight years
old and I was in a church convention and I
was a usher at this church convention. And so at
eight years old, I'm always going back to discipline and
just taking things serious. If I commit to something, I'm

(29:21):
serious about it. And so as an usher, everybody would
always tease me because I was so I was so like,
seems I'm like, where you right? So I can't tell
you what you were and what your tiny woman? I
was serious. And so one day we're at this church
convention and I'm standing there. I'm eight years old and
the bishop, his name is Bishop R. W. McMurray. He

(29:44):
looked at me and he says who is that young
man right there? Who is that young man right there?
And everybody. I was there with my grandmother, and they said, oh,
that's mother's grades grand singing. That's that's real, he's mother
grades grandson. And in church world they used the word
PROMCTICINGI and he promphised on me, and he said that
young man is going to speak to millions of people.

(30:05):
That young man is going to speak to millions of people. Now,
because I was in the church world, people automatically begin,
you know, he's going to be a preacher. He's going
to be a preacher. And you know, because that's the
world he was in. That's what they knew. They didn't
know about the speaking world. They didn't know about, you know,
being a professional speaker or anything like that. They just said, oh,
he's going to be a minister. Bishop said, he's going

(30:25):
to be a minister. But that's when that spark and
I would go home and I would mimic my pastor
in the backyard how he would have the microphone preaching
and things like that. And then throughout school and things
like that, I was always able to express myself and communicate. Unfortunately,
where I grew up, we didn't have like debate teams

(30:46):
or anything like that. And I didn't realize it until,
you know, in my thirties that there was even a
theme called professional speaking. Now I knew about Les Brown,
and I just think that with a magic wand and
you know, they were able to go around and speak.
But it started when I was ten years old. But
I realized that this was what I was going to

(31:07):
do in in my early twenties because I did pastor
for about eight years. And then after I finished pastoring,
that's when the bug really hit me to go in
full time to entrepreneurship and do what I'm doing.

Speaker 3 (31:21):
Now, what's that legacy, doctor Will? What's that legacy?

Speaker 2 (31:26):
Yeah? The legacy for me is to continue to go
around the world and train people and inspire people and
influence people to be better humans, to love each other,
to live out the golden rule. Do unto others as
you would have them do unto you. And I feel
if we can make each person a better person, then

(31:47):
we make the world a better place to live.

Speaker 3 (31:51):
I'll be by not saying thank you for your service.

Speaker 1 (31:55):
My young brother, a two time combat military veteran Business
Hall of Fame inductee, the founder of moraland Training and Associates,
where he delivers executive coaching, leadership development, and innovative training
program In other words.

Speaker 3 (32:10):
Do not be afraid of AI one more time. How
can we get in touch with you, young brother once again?

Speaker 2 (32:15):
Simply just go to doctor will Speaks dot com anywhere
on social media at doctor will Speaks.

Speaker 3 (32:22):
Thank you for coming on Money Making Conversations Masterclass. I
really really appreciate you man.

Speaker 2 (32:26):
I appreciate the opportunity. I appreciate you man. Thank you.

Speaker 1 (32:30):
This has been Money Making Conversations Masterclass with Rashaun McDonald
thanks to I Guess and our audience. Visit Moneymakingconversations dot
com to listen and register to be a guest.

All Episodes

Brand Building: He emphasizes discipline, emotional intelligence, and people skills - AI is not a threat..

Episode Transcript

Host

Shirley Strawberry

Popular Podcasts

On Purpose with Jay Shetty

Ruthie's Table 4

The Joe Rogan Experience

.css-15opob5{left:0;position:absolute;top:0.8rem;} All Episodes

.css-14f5ked{margin:0;word-break:break-word;display:-webkit-box;-webkit-box-orient:vertical;box-orient:vertical;-webkit-line-clamp:2;overflow:hidden;}Brand Building: He emphasizes discipline, emotional intelligence, and people skills - AI is not a threat..