Yes, Leadership with LOVE does exist in the corporate world! Discover how in this episode. Louie Sharp interviews Shawn Wiesner, an acclaimed author, Certified Master Success Coach, Ordained Minister, Learning & Organizational Development Manager. Shawn details the importance of love and authenticity in the workplace using his Four C’s Leadership Model. He explains how to create a safe environment for younger employees and handle conflict resolution. The conversation includes integrating spiritual principles into corporate leadership, demonstrating how these concepts can coexist and enhance organizational culture.
🌟Contact Shawn Wiesner via email (changinglives@telus.net) and take advantage of a free coaching and mentoring session with one of the best in the field.
Louie’s Leadership & Love Nugs
- Create a safe and inspiring corporate culture, particularly for younger employees. (2:45)
- Grow your own leaders within the workplace by authentically valuing your employees and giving them voice through opportunities such as “brainstorming for brilliance.” (5:02)
- Implement the Four C's Leadership Model: Commitment, Creativity, Collaboration, and Communication. (9:40)
- Lead by walking around and being a protective support for employees during conflicts. (19:00)
- Remember that self-love is the foundation for effective leadership. (25:53)
- Lead with this African Proverb in mind: “Go fast, go alone. Go far, go together.” (28:51)
#LeadershipandLove #Leadership #Commitment #Creativity #Collaboration #Communication #Community #thegiftedleader #NewPodcast
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:01):
Welcome to the Leadership and Love Podcast.
We will cover leadership, mindset, personal development,
and sales and marketing.
You'll experience thought-provoking conversations with both
nationally and internationally recognized leaders.
Our goal is to inspire you and deliver actionable items
that you can implement that will help you accelerate your
(00:22):
growth.
Get ready to discover the magic and the power when you lead
with love.
I'm very, very excited, actually almost unbelievably,
uncontrollably excited with my dear friend and lifelong
friend, Sean Wiesner, who's actually in Canada.
(00:44):
So Sean, thank you very much for being here today.
And could you start with telling us now what Sean lives in
two places in the sense of he's in the corporate
environment right now working there,
and he's also an ordained minister and working with the
metaphysical and energetic fields on that end of it,
the spirituality side.
So Sean,
(01:05):
if you could tell our listeners what you do in the corporate
world and then what you do in the spiritual world.
Perfect.
Well, thanks for having me.
First off, Louie,
it's an absolute pleasure to be bouncing energy in the same
kind of the same field as you.
And I just,
I'm honored to be here and I'm honored to play along with
this amazing opportunity.
(01:25):
And for me, the, you know,
where I am in the corporate world, my title is basically,
you know, Learning and Organizational Development Manager,
which in short is just creating impact, creating safety,
creating a culture where people feel like they can speak
and that they can be inspired on a daily basis.
So I've taken it from a different perspective in what I do
(01:46):
in that field by, you know, offering guidance, because,
where I am in the business that I am in right now, uh,
it's a lot of younger people, a lot of, uh, you know,
the younger generation that sometimes we brush off.
So, you know,
part of what I do is being able to give them some
opportunities and introduce them to new things and new
(02:06):
people and new opportunities, whether it be budgets,
whether it be, you know, um, you know,
because you get a lot of to a lot of people as well that
don't have parental guidance.
Um, so a lot of that is, you know,
sometimes I become their father or, you know,
and then from the soft side,
I could say it could be their mother too.
(02:28):
You know, um, I play the love game in the corporate field.
We sometimes we think that it's not okay to use the word
love.
I love the people I work with.
I love doing what I do to,
to inspire them to feel what they want to feel and create
some safety.
And, you know, you know, for me,
it's not about them being fearful of my discipline.
(02:49):
It's about fearful of letting me down.
So in the, in the corporate world,
that's kind of where I sit.
Can you repeat that again,
because that's really truly a golden nugget, Sean.
for me in terms of giving them the opportunity to not be
fearful of my discipline,
but being fearful of letting me down.
And that's how I wanna be able to create it and let them
(03:11):
feel safe so that they can come and communicate with me for
anything and everything.
Part of me for in the corporate world is we say, well,
you should leave your crap at home.
I say, sometimes you have no choice.
And if we as leaders are aware of it and are open to it,
it gives us opportunity to be able to say,
(03:32):
so what's going on at home and being okay with it.
Yes,
of course we can't sit into the whole coaching and consulting
world for hours and hours,
but all there needs to happen is just that simple one
little question of caring to say, hey, what's going on?
I'm here to support you.
What can we do to help you?
And that's always been my role.
(03:55):
Yeah, and I love that.
I actually had a manager that was wanting to discipline one
of my employees, and I came into the conversation,
and I asked her to back up a second and I asked the
employee.
I said, hey, you know.
What's going on at home? Because this was an employee who
we didn't have problems with. And I came to find out that
(04:18):
he was he was distracted because his mom was living in a
trailer park and the trailer park was closing for the
summer, and she didn't have any place to live.
And so what I did was I called realtor friend of mine,
and I had a place for his mom to live within a week.
And so I think you're right.
I think you hit on something that, you know,
we need to be involved enough to know their personal life.
(04:42):
I'd like to ask you,
how do you kind of balance that line in today's world of
politically correct of using and being love without
crossing the line of being too much?
You know what I mean?
Where somebody's going to go to HR and say, hey, you know,
this guy Shawn is this love things too much for me.
(05:02):
Well,
I think the funny part about that is we're always going to
get accused of, and I don't say accused of,
but sitting into that perspective of,
and I like being called weird, just so you know,
I think being weird is a cool place to be because it's out
of the ordinary.
And it's being able to step into the boundary sometimes
that you might not think are there.
(05:24):
And I think from a perspective of love,
there's a lot of worse things that could be said in terms
of what might end up at HR.
And yes, you know, we look at it and say, you know,
is that too woohoo?
And the really neat part about what's going on in the world
right now is science and woohoo are kind of becoming really
(05:46):
good friends,
because science is recognizing that consciousness is
becoming so,
so an ingrained part of development and growth and
awareness for us.
So the woohoo is kind of mixing in with it,
which I'm so excited about,
because I've always been told that I'm sometimes too
woohoo, but I say that woohoo, I can't swear on here,
(06:08):
but so I'll use crap.
So woohoo is the crap that works.
And, you know,
from that place of being open and honest and truthful,
to me, we've given some of that name of woohoo,
which realistically is just caring.
It's about culture creating.
(06:28):
It's about, you know,
when you have the opportunity to get somewhere from a
perspective of me saying that, you know, I love my people,
but somebody might go and say, well,
that's a little bit over the top.
Yet the department that I run presently,
if you were to look at it,
and this is factual because I could tell you whatever I
(06:48):
want, but this is factual that from my department,
I am the only department that has people that have enhanced
their careers within this corporate entity,
meaning that they come from my area,
now some of them are managers,
some of them are running teams,
some of them are in charge of inventory.
There's a person in every department in this organization
(07:10):
that has come from my department based on the fact that I
gave them the opportunity to feel safe and feel loved.
So, you know,
your topic on leadership with our love and leadership,
it's hand in hand, Louie, and it's incredible how,
you know, once if we're allowed to hate,
(07:31):
it's a heck of a lot easier to seem to go that way.
Why not love?
So there's a...
I use the word all the time, and I haven't,
and I really don't have a problem with it.
And people will authentically know that, you know,
that the word seems to be scary, but I say it all the time.
They just know I care for them.
(07:51):
You know, if it's,
if it's a process that needs to be enhanced upon,
they know I care enough and love them that I want to make
sure that if it's a safety piece,
that they're going home at the end of every day because
Sean cares for them, and Sean loves it.
And I can tell you, I just, I love your heart,
and I love your transparency.
And I hope that the people listening to this really catch
(08:12):
on to what you just said, because I think,
I love the word authentic, that you used authentic.
And when you come from that place of just being real and
true, it resonates with people, it lands, right?
So I love that you've got a proven track record and proven
results.
So I'd like you to share what are the things that you do on
(08:36):
a regular basis that you've found time and time again,
work to grow leaders?
Because I really believe that all of us are responsible to
grow leaders.
What do you do to grow leaders?
So that's a, that's a great question.
And you know,
one thing that I've put a lot of pride into is,
and I've created, I've created something that I call,
(08:56):
and this is me, and it's called the four C's.
So four, four C's is in C is in Charlie.
And what it, what that is is for me,
it's just that the first C out of everything to help with
creating these,
these leaders within the organization is having a
commitment.
So, you know, until one is committed, there's hesitancy,
(09:17):
a chance to draw back, always in effectiveness.
So when I'm committed, I'm committed.
And, and you know, it's, it's funny, even when you say it,
it just,
it sends tingles down my spine because it just opens up
that, that head, heart chakra to say that I am in it,
and I'm in it fully, both feet in the pool,
not just one hanging on the side.
(09:38):
So, so that's my first one.
And then the second one is creativity.
So within creativity comes a whole different,
so I could go on and on about my four C's cause I do really
love them.
And they are part of what I say is, has been success in my,
in my leadership piece.
Creativity is about a vision.
And the only way we can truly have a vision is if we are
(10:00):
present, when we are present, creativity is allowed.
When we're thinking about the past or thinking about the
future, our minds are too filled with crap.
When I take a leader and I say, you know what,
let's just get incredibly present because in our presence
some of the things that will come from how we want to be
creative,
what we want to do for efficiencies within the organization
(10:22):
that we
have, how we want to come up with some, you know, lean processes or training other leaders. Let's get creative together.
Now, which branches right into the collaboration piece.
So now him and I, or her and I might have some great,
fantastic ideas.
And we might think we've got the best of the best.
(10:42):
It's all about having the willingness to bring in some
other team members and going, what do you think?
So it's,
so it's having the awareness from getting feedback from
others.
So self-awareness is an important piece,
but getting feedback from others and collaborating with
others because they'll come up with something you never
thought of and it'll just be, wow,
(11:03):
it's just one of those things that you went, Hey,
that's what we needed to do.
So that becomes really important.
And then for me, the fourth C is communication.
And sometimes communication is saying nothing.
Sometimes communication is sitting back and you know,
listening,
listening with the perspective of understanding rather than
responding. Listening from a piece of respect that allows
(11:26):
others to eat first and me to eat last.
And I think that has been a valuable lesson for me in terms
of how,
that communication piece really works and how powerful it
is for us.
You know, and you know, even, even in with,
with all of this stuff,
there's one exercise that I'll do in a room when we talk
about,
I'll just step back once into the collaborative side of it.
(11:47):
And I call it brainstorming for brilliance.
And what we'll do is we'll get in the room,
get on a whiteboard.
I'll go up to the board and I'll say,
here's how things are going to work.
We're going to,
this is how we're going to plan it and we're just going to
spit ideas out.
And the importance of brainstorming for brilliance is just
sitting there and listening and writing down and not making
(12:08):
a comment, not making an eye gesture, not making a wink.
Because if Johnny's says something that's absolutely stupid
in the first two or three things,
and I would make the comment, like, really?
I've shut down the creative side of it.
So this whole brainstorm to brilliance has,
it has a proponent or has a component to my four C's.
(12:30):
So if I just keep saying, tell me more, Johnny,
tell me more, Johnny,
sometimes the best answer will come from his 10th,
not his first or second.
Yet if I judge his first, second, third, fourth,
and he shuts down, I lose the creative side.
I've no longer communicated from the perspective of getting
the leader that I want and the ideas that I have.
(12:51):
I've allowed him or her to be able to feel safe in that
environment,
to be able to offer something that's contributing to the
betterment of our entire organization.
And all of a sudden I've got somebody that is a dedicated,
committed,
a hundred percent loving leader that wants to do the exact
same thing that we just went through.
(13:13):
So amen, brother.
And that goes back to what you,
now they don't want to disappoint you, right?
Now they don't want to let you down because they've come up
with the idea.
I want to share just a quick story.
I had in one of my companies, the body shop,
we had a challenge in the production department, all guys,
right?
And we had a couple of women working in the office.
(13:33):
And so we had this challenge that we needed to solve.
I put everybody together, everybody, whole company.
I put them in a room.
And it's not surprising to me that you and I are in the
places we are in our lives, in our careers.
And we've never talked about this before,
but we've done such similar things to lead.
And my point to this is,
is that the best solution to our challenge in production
(13:56):
came from a woman who doesn't fix cars because she was
thinking completely differently, right?
She saw it completely differently than everybody that held
a wrench in their hand, including me.
And so you're right.
And I just recently read that,
I think it's Simon Sinek said it,
and you've probably heard it someplace else as well,
that as a leader, you should eat last.
(14:16):
And I love that you've translated that to,
you should also talk last.
You should be the last one to open your mouth,
let everybody else have their say.
So the next thing that leads me to is,
explain to the audience, if you would, please,
how is it for you to go back and forth from like your
(14:37):
spiritual work, being a minister and a counselor,
a guidance person, a mentor in the corporate world?
Do you see any difference in that?
And if there isn't,
how does it translate to you to just so easily go back and
forth?
Let's see, and that's fun because when I show up,
(14:58):
I show up fully.
So I bring everything that I've had, the experience,
you know, let's call it ancestral wisdom.
From a perspective of how I've been guided,
how I've been mentored, and, you know,
you and I have had some incredible mentors, you know, and,
you know, one in particular that we can talk about is,
you know, is Jack Canfield and the success principles.
(15:18):
You know,
part of his work and part of my work is to show up fully,
is to express what it is that we've learned to, you know,
stick to what it is in terms of how we coach and how we
live.
And, you know, integrity is a verb, you know,
when we look at it,
but it's doing things that you would do regardless of who
(15:41):
was watching.
And I think for me, you know,
bringing the spiritual part into my corporate world is an
essential piece.
And, you know,
it's really interesting because if it's spiritual to
spiritual.
So if I'm talking as,
and I'll use the title because we both have it.
So if I was to go as Reverend Sean,
(16:02):
you and I would have a more enlightened spiritual
conversation based on the words that we understand.
Whereas if I take my spirituality into the corporate world,
it's just changing the words a little bit.
It's the exact same outcome.
It's just changing up.
It's just changing up how I said it so that it becomes so
that it's better understood.
(16:23):
You know, there's a,
I'm going to do a shootout for a Canadian.
His name's Robin Sharma.
And one of his first books was A Monk,
the Soul of the Safari.
And he will always use his high words.
And then he'll say, in other words, blah, blah, blah, blah,
so that he offers an opportunity, which I like to do too.
So I'm just using this as an example so that you and I
(16:45):
could have a specific conversation and use specific words
and then translate it differently so that somebody else
hears it differently.
So it's being aware enough to know that it's specific to
your audience and being aware enough to know that you
translate it from a perspective of understanding.
(17:06):
And that's part of my four C's again,
is back into the communication pieces.
And if I get biblical and spiritual, Para St.
Francis, seek first to understand, then to be understood.
So to answer your question,
I love playing tennis with the corporate spiritual world.
And what I mean by tennis is it becomes a service.
(17:29):
So with tennis, we're serving it back and forth.
So I love baseball too,
but that's three strikes and your out.
You know,
that's that's so beautiful because it's just it's truly who
you are, right?
Everywhere and every time we've crossed paths,
that's how you show up in service.
I think it you're absolutely right.
(17:50):
The world knows when we show up as somebody we're not, r
ight?
And so if we show up in the corporate environment trying to
be somebody we're not You're going to be found out pretty
quick and the same thing on wherever else you go in your
life, right?
Whether that's in your relationships or your contribution
to legacy your spiritual work,
if you're being somebody different or incongruent, t
(18:13):
hen the world's going to find you out pretty quick and I
think one of the things that I I like to tell young leaders
is that, It's okay to say I don't know,
right? Don't make up some stuff because you want to be the
expert now. Because that integrity that you mentioned and
that credibility is going to be huge Because when you say I
(18:33):
don't know then people can trust you to not BS them. Then
that's when you start playing that role of trying to be
somebody that you're not
Mm-hmm.
When,
so what's one of the things that you use as a tool when
you've got a young leader that you're trying to mentor and
they've got challenges and they're feeling overwhelmed or
(18:56):
like they can't accomplish it or they're not good enough?
Mm hmm.
You know,
I think I think one thing in today's world for me is,
you know, I call it, I really,
I really find this to be the most effective piece and that
is managed by walking around.
So you cannot be a leader when you're sitting in and
sitting in your office. You cannot be a leader if you're
(19:18):
just watching from above, you know,
and I teach everybody within the organization. You know, l
eadership is a title,
you don't need to have that role to be a leader,
you don't need to be in that position to be a leader.
So everybody has the ability to be able to take upon some
of these leadership abilities.
So part of what what I'll do to create that though,
is you obviously give them some confidence to do so.
(19:41):
And one of the best confidence building things that I've
learned is how to deal with conflict resolution.
And because in the corporate world, in the retail world,
especially, my heart goes out to the cashiers,
my heart goes out to the people in the service industry,
it really does.
And you know, people use this word of saying,
we need better.
(20:02):
I deserve better customer service.
You know what I say, you need to be a better customer.
Realize that these people are doing the best they can with
the skills, knowledge and awareness they have at the time.
So my job is to make sure they feel confident, protected,
and supported.
If somebody's going to crap on somebody that that I'm
looking at, oh boy, look, I'm a hail the underdog guy,
(20:27):
Louie, I'm the protector, you know.
Now, I don't come in with bulls of blazing,
but they know I'm there to support them and protect them.
And I think, you know,
part of what helps develop a leader is knowing that they
have a supporter.
And, you know,
and I truly believe everything that filters down in terms
(20:48):
of creating this is having somebody that will support you.
So right from the very top,
if the owner of the business supports the implementer,
the implementer feels comfortable and confident to be able
to do what he or she said they were going to do.
So it's finding your supportive role and I am definitely
the guy that's going to be there from the protective piece
(21:10):
so that they feel comfortable within this conflict
resolution.
Now, if they if they deserved it,
I'll stand back a little bit, monitor it,
and then coach it as it goes through.
So, but I'll do it in the moment.
If there's conflict.
Okay.
Rather than taking two different sides of the story, see
I have a bit of a background too so I used to work in the
(21:32):
prison system for 16 years I worked in a maximum security
prison and learning about conflict resolution and how to
love and not judge people.
It's one of the best places to learn it.
And one of the quickest ways not to if you choose to go the
other way.
Anyway, that's a whole different story.
So, managing conflict in the moment says,
(21:53):
bring the two people that are having the issue together,
bringing the two together and now all of a sudden you have
the stories in front of you.
And it's absolutely amazing when you start asking the
questions when the two of them are together for facts,
how that changes, and how it diffuses.
But if I separate them, they're still both upset.
I bring them together by being there as their protector and
(22:16):
a support and a guide and a coach.
It's incredible how so they feel they now all of a sudden
they both feel supported because I'll say, I'm not,
and I will come in and say, I'm not picking sides.
Our goal here is to make sure that we end this,
where there is some,
and here's where we come in with with Sean's woohoo.
I want to make sure by the end of this there's some love
(22:36):
and respect in in this conversation that's going on right
now, where there isn't any in this present moment.
So, again,
to answer your question part of that is being able to be
very well versed in the coaching world which you and I both
are having a great understanding and and coming from an
empathetic approach rather than a sympathetic approach
because my piece to developing a leader is rather than
(23:01):
jumping in the hole with them to me which reflects sympathy
versus putting my hand out and saying,
my hands here for you, reach out and grab it.
I will do whatever I can to help you out of that whole
empathetic.
And actually, I think that, I think,
I think you need to get to six C's,
not four. You need to add, you do,
(23:21):
I'm serious. You need to add confidence and conflict resolution. And you need to write your book, brother, the six C's of leadership by Sean Wiesner.
See how, see how all of a sudden,
so here's a perfect example of the creativity that comes
when you put two people in the same room that have very
(23:43):
similar ideas for creating a difference in the world.
So say that.
What's my title again?
Six. Yeah, actually, I've got seven
because you use the word coaching.
And every good leader should be a good coach.
Yeah, but you use confidence.
And we both know some things to help people build their
(24:05):
self confidence.
And I think as a leader,
you have to have conflict resolution.
And you've got a book dying to be written.
Sincerely, the seven C's of leadership by Sean Wiesner.
And I like seven; it's my favorite number, so there we go.
Yeah,
I think there's the perspective of what there is out there
(24:28):
to make a difference.
So I'm just gonna honor you for a moment here based on the
idea of what it is that is required in the world of
uncertainty right now is giving people hope.
And you have always been that individual,
regardless of what conversation we have, how we have it.
(24:48):
You make me laugh, you make me feel love,
you have that essence of change.
And I'm gonna hats off to Louie Sharp right now from the
podcast piece that these are pieces that are gonna help in
that uncertainty.
These are the places where we will be able to speak our
(25:11):
truths, feel safe, feel inspired,
and take something of the nuggets that you'll be sharing
and doing.
You talk about self-respect and self-confidence.
One of the most important things we can do as leaders and
lovers, and I call us love leakers, is having self-love.
(25:31):
It's because you cannot give away what you don't have.
And to have that confidence that we're looking for in
leadership,
it's about being able to look in the mirror and look beyond
what the exterior is and be able to see deep inside of what
you are and look for that inner teacher and that inner love
that is gonna expand throughout the world.
(25:53):
And it's a simple piece.
Every single one of us are standing in front of the mirror
in the morning.
I'm assuming we are.
You're either brushing your teeth or you're shaving or
you're doing something in front of that mirror first thing
in the morning.
What a beautiful opportunity to look yourself in the eye
and say, you know what, I love you.
It's the same perspective.
(26:13):
I'll go back to what you don't have you can't give away.
If you wanna be able to give some money to somebody that
you don't have, you need to figure out a way to get it.
So there's things you can do.
So if I look at a,
because we look at a tangible versus the woohoo.
So here's where I talk about science and woohoo.
(26:33):
Money will give you an opportunity to give it away to give
somebody a smile.
No different than it is looking in the mirror and tell you
that you love yourself.
And there's exercises that, the mirror exercise,
you and I went through that whole thing.
And I know that you still do it today without your clothes
on and everybody might laugh at that.
(26:54):
But there's an important piece to be able to say,
some people say, yeah, but my feet are ugly.
Well, your feet carry you a lot of distance,
a lot of miles.
They've taken you to places that,
you're very appreciative of.
You can have gratitude for those places.
So without going way out into left field,
the self-confidence is gonna become an important piece for
(27:18):
self-love.
And there's many ways and tools that you can do that.
And I would strongly encourage anybody that's looking to do
that.
Fine, there's tons of different ways and simplistic ways.
Don't make it difficult, make it easy.
Yeah.
And so first off,
I want to say thank you very much for your kind and
thoughtful words.
They touch my heart.
They really do.
(27:38):
And I think that one of the things I'd like listeners to
know is that what we're doing with this podcast is creating
together.
And I've come to understand that nothing great was ever
built by somebody in a vacuum all by themselves, right?
I don't care who you are.
There's somebody out there that's going to help you support
you.
And often in ways that you never thought possible or in
(28:02):
something that you didn't even know you were aware of that
you needed help with.
And so I think, man,
you've just been dropping golden nuggets for this entire
conversation.
And I also think that it was very powerful because you're
right.
I say the same thing to people,
and it's probably not a coincidence,
but you can't give away what you don't have until you have
it.
(28:22):
And then that self-respect, you touched on that.
And that's the same thing.
If I don't respect myself,
then how am I going to respect that cashier that's checking
out my groceries, right?
And then it starts to be really easy to be crappy to
everybody because you're crappy to yourself.
And once you heal this relationship between you and you,
then life gets a whole lot easier,
(28:43):
but it's also filled with a whole lot more love.
Is there anything you'd like to add before we call it a
day?
You know,
I think there was one thing that I read before I came and
it's, it's based on,
they say it's based on an African proverb, but it says, G
o fast, go alone. Go far, go together.
(29:05):
And I think we have an opportunity, you know,
going forward.
It's, you know, this,
this word community is popping up quite frequently again.
And, and, you know,
from a place of being able to be collaborative and
creative, there's, you know, there could be another,
there could be another C in that book.
And that, that is, you know,
(29:27):
that is being able to talk about community and unification
and the spirituality that comes from, you know, being in,
being in a community.
And I'm just so proud and pleasured and loving that you're
part of my community.
Well, thank you.
And I think you've touched on something, you know, I,
I said, um, and we're,
(29:48):
this is being recorded shortly after the recent
presidential election.
But one of the things I shared with people during that
craziness was I don't care whether you're hating Harris or
Trump or brussels sprouts or broccoli.
If you're hating, if you're hating,
you're peeing in our pool, right?
The collective, you know, Einstein proved it's all energy.
(30:10):
And so if you're broadcasting something negative,
you're broadcasting it into the entire universe,
the entire pool that we're all swimming in.
And here's what most people don't understand.
And I know you know this, but if,
if I'm being grouchy and hateful and mean and spiteful and
all those things, who am I hurting the most?
Me.
Yeah.
(30:32):
Right.
Me.
And then it becomes perpetual.
I had one last thought.
When, um, when you think about leaders and their future,
is there anything that you tell them to get them to think
bigger or think to your point about going further?
Cause you mentioned that, you know, in,
(30:52):
in that African proverb,
and I love that because within community,
you can go a long way for a long time, right?
It gives you the, the,
the ability and the energetic place to kind of recharge,
but keep going with other people.
What do you do to help leaders see that bigger picture and
to dream bigger?
(31:13):
You know, and, and that's,
that's a beautiful question because, you know,
part of it is don't recreate the wheel.
There's,
there's thousands and thousands of different ideas and
opportunities and mentors and coaches.
And I'm not saying I'm the one or you're the one or he's
the one or she's the one,
but there's so many different people that,
that I would say become attached to, you know,
(31:33):
from that ancestral wisdom.
I was talking about earlier. You know,
if you want to know more, learn more, you know, and,
and the resources are there.
Find a mentor, you know, there's, there's,
there's so many people like you and I that if a young
person came up to us and said,
could you please teach me what you know, we'd be honored.
And yet, and, you know,
(31:54):
so that comes down to the confidence to be able to ask.
So, you know,
I'm going to throw a pitch in for Jack Canfield again.
One of his success principles is ask, ask, ask, ask,
you know, and I will throw it out there and see become,
if you want to become a really good leader,
become a really good ask hole.
And that is a perspective of being able to feel because if
(32:15):
you're willing to do it,
you'd be surprised how things will show up.
So, um, that, that's,
that would be a number one thing that I would say,
ask for a mentor, ask for resources,
ask for different things.
And like I said,
there's so many resources out there that I'm always willing
to say, Hey, have you looked at this person?
Have you seen this person to be taught to that person?
(32:35):
Have you looked at this one?
So don't recreate the wheel.
I mean, Marcus Aurelius, um,
wrote a great book called Meditations.
It's thousands of years old.
There's some great leadership quotes and qualities in
there.
And yet the corporate world still is not even looking at
that book that's a thousand years old.
So like I said, just become,
just become a really good asker and be confident to be able
(32:57):
to do that.
And you and I both know that in the leadership world,
that no is just an opportunity to ask another question.
So, you know,
I'll leave it with that in terms of what it is to keep it
simple.
I would,
I would hope that the younger generation that want to
become leaders,
just ask the right questions and end up in the lap of a
(33:20):
perfect mentor and a perfect coach, perfect guide,
and a lot of opportunity for them to help grow and develop
within their careers and within their lives.
That's beautiful.
I appreciate that Sean.
And I think that you're right.
I recently, a good friend of mine, her,
her daughter came to me and said, um, you know,
I know you've shared some books with my mom.
(33:41):
Would you mentor me?
And I told her this is the deal.
I appreciate that you want to build a better life.
I'll mentor you for as long as you take action, right?
And for free,
as long as you're going to take some action on what I'm
going to give you, I guarantee you can get results,
but I'm not going to,
I'm not going to spend my time mentoring you if you're not
(34:02):
going to do the work.
Great point.
And I mean, that's what comes that's,
that's where we go back to the commitment piece.
If you if you're, if you're wanting to know,
and you're coachable, and you're willing to listen,
and you're willing to follow through, I will be there.
Again, I will be there 100% support.
So I'm on the same boat as you.
So Sean, again, thank you very much, brother.
(34:23):
This was just unbelievable, unbelievable!
If people would like to reach out to you for guidance,
mentorship, your wisdom,
how could people get a hold of you?
So interestingly enough,
I'm just in the process of keeping myself accountable.
I'm developing this website that'll be up and ready,
but right now it's not.
(34:43):
Um, so right now I'm just going by my own email,
which I've had for years.
And I think you'll love and appreciate the idea that it's
changing lives at telus.net.
So that's C H A N G I N G L I D E S @ T as in Telus E L U S
dot net.
And I'm open for anything.
(35:06):
Um, conversations, coaching, mentoring, whatever it is,
I'm here for that perspective of changing one life at a
time and, uh, you know, making,
making sure that we're always there to create a
difference.
So thank you so much for having me.
Quite welcome.
And what I'm going to do for you,
those of you that are listening,
I'll put your contact information in the notes of the
(35:27):
podcast as well so that they can pick it up.
Yeah, they can pick it up from there.
So thanks again, Sean.
Sounds good, Louie.
I appreciate you, too.
Love you, brother.
Love you, too.
Thanks again for joining us and listening to this episode
of leadership and love.
I would like to challenge you to ask yourself what's one
thing that you heard today that you can implement
(35:47):
immediately to improve your leadership and accelerate your
growth.
If you've gotten value out of this episode or learned
something that you can implement today,
we'd ask that you please share it with those that you care
about.
Our goal is to create more leaders who are leading with
love.
Welcome to the Leadership and Love Podcast.
We will cover leadership, mindset, personal development,
and sales and marketing.
You'll experience thought-provoking conversations with both
nationally and internationally recognized leaders.
Our goal is to inspire you and deliver actionable items
that you can implement that will help you accelerate your
(00:22):
growth.
Get ready to discover the magic and the power when you lead
with love.
I'm very, very excited, actually almost unbelievably,
uncontrollably excited with my dear friend and lifelong
friend, Sean Wiesner, who's actually in Canada.
(00:44):
So Sean, thank you very much for being here today.
And could you start with telling us now what Sean lives in
two places in the sense of he's in the corporate
environment right now working there,
and he's also an ordained minister and working with the
metaphysical and energetic fields on that end of it,
the spirituality side.
So Sean,
(01:05):
if you could tell our listeners what you do in the corporate
world and then what you do in the spiritual world.
Perfect.
Well, thanks for having me.
First off, Louie,
it's an absolute pleasure to be bouncing energy in the same
kind of the same field as you.
And I just,
I'm honored to be here and I'm honored to play along with
this amazing opportunity.
(01:25):
And for me, the, you know,
where I am in the corporate world, my title is basically,
you know, Learning and Organizational Development Manager,
which in short is just creating impact, creating safety,
creating a culture where people feel like they can speak
and that they can be inspired on a daily basis.
So I've taken it from a different perspective in what I do
(01:46):
in that field by, you know, offering guidance, because,
where I am in the business that I am in right now, uh,
it's a lot of younger people, a lot of, uh, you know,
the younger generation that sometimes we brush off.
So, you know,
part of what I do is being able to give them some
opportunities and introduce them to new things and new
(02:06):
people and new opportunities, whether it be budgets,
whether it be, you know, um, you know,
because you get a lot of to a lot of people as well that
don't have parental guidance.
Um, so a lot of that is, you know,
sometimes I become their father or, you know,
and then from the soft side,
I could say it could be their mother too.
(02:28):
You know, um, I play the love game in the corporate field.
We sometimes we think that it's not okay to use the word
love.
I love the people I work with.
I love doing what I do to,
to inspire them to feel what they want to feel and create
some safety.
And, you know, you know, for me,
it's not about them being fearful of my discipline.
(02:49):
It's about fearful of letting me down.
So in the, in the corporate world,
that's kind of where I sit.
Can you repeat that again,
because that's really truly a golden nugget, Sean.
for me in terms of giving them the opportunity to not be
fearful of my discipline,
but being fearful of letting me down.
And that's how I wanna be able to create it and let them
(03:11):
feel safe so that they can come and communicate with me for
anything and everything.
Part of me for in the corporate world is we say, well,
you should leave your crap at home.
I say, sometimes you have no choice.
And if we as leaders are aware of it and are open to it,
it gives us opportunity to be able to say,
(03:32):
so what's going on at home and being okay with it.
Yes,
of course we can't sit into the whole coaching and consulting
world for hours and hours,
but all there needs to happen is just that simple one
little question of caring to say, hey, what's going on?
I'm here to support you.
What can we do to help you?
And that's always been my role.
(03:55):
Yeah, and I love that.
I actually had a manager that was wanting to discipline one
of my employees, and I came into the conversation,
and I asked her to back up a second and I asked the
employee.
I said, hey, you know.
What's going on at home? Because this was an employee who
we didn't have problems with. And I came to find out that
(04:18):
he was he was distracted because his mom was living in a
trailer park and the trailer park was closing for the
summer, and she didn't have any place to live.
And so what I did was I called realtor friend of mine,
and I had a place for his mom to live within a week.
And so I think you're right.
I think you hit on something that, you know,
we need to be involved enough to know their personal life.
(04:42):
I'd like to ask you,
how do you kind of balance that line in today's world of
politically correct of using and being love without
crossing the line of being too much?
You know what I mean?
Where somebody's going to go to HR and say, hey, you know,
this guy Shawn is this love things too much for me.
(05:02):
Well,
I think the funny part about that is we're always going to
get accused of, and I don't say accused of,
but sitting into that perspective of,
and I like being called weird, just so you know,
I think being weird is a cool place to be because it's out
of the ordinary.
And it's being able to step into the boundary sometimes
that you might not think are there.
(05:24):
And I think from a perspective of love,
there's a lot of worse things that could be said in terms
of what might end up at HR.
And yes, you know, we look at it and say, you know,
is that too woohoo?
And the really neat part about what's going on in the world
right now is science and woohoo are kind of becoming really
(05:46):
good friends,
because science is recognizing that consciousness is
becoming so,
so an ingrained part of development and growth and
awareness for us.
So the woohoo is kind of mixing in with it,
which I'm so excited about,
because I've always been told that I'm sometimes too
woohoo, but I say that woohoo, I can't swear on here,
(06:08):
but so I'll use crap.
So woohoo is the crap that works.
And, you know,
from that place of being open and honest and truthful,
to me, we've given some of that name of woohoo,
which realistically is just caring.
It's about culture creating.
(06:28):
It's about, you know,
when you have the opportunity to get somewhere from a
perspective of me saying that, you know, I love my people,
but somebody might go and say, well,
that's a little bit over the top.
Yet the department that I run presently,
if you were to look at it,
and this is factual because I could tell you whatever I
(06:48):
want, but this is factual that from my department,
I am the only department that has people that have enhanced
their careers within this corporate entity,
meaning that they come from my area,
now some of them are managers,
some of them are running teams,
some of them are in charge of inventory.
There's a person in every department in this organization
(07:10):
that has come from my department based on the fact that I
gave them the opportunity to feel safe and feel loved.
So, you know,
your topic on leadership with our love and leadership,
it's hand in hand, Louie, and it's incredible how,
you know, once if we're allowed to hate,
(07:31):
it's a heck of a lot easier to seem to go that way.
Why not love?
So there's a...
I use the word all the time, and I haven't,
and I really don't have a problem with it.
And people will authentically know that, you know,
that the word seems to be scary, but I say it all the time.
They just know I care for them.
(07:51):
You know, if it's,
if it's a process that needs to be enhanced upon,
they know I care enough and love them that I want to make
sure that if it's a safety piece,
that they're going home at the end of every day because
Sean cares for them, and Sean loves it.
And I can tell you, I just, I love your heart,
and I love your transparency.
And I hope that the people listening to this really catch
(08:12):
on to what you just said, because I think,
I love the word authentic, that you used authentic.
And when you come from that place of just being real and
true, it resonates with people, it lands, right?
So I love that you've got a proven track record and proven
results.
So I'd like you to share what are the things that you do on
(08:36):
a regular basis that you've found time and time again,
work to grow leaders?
Because I really believe that all of us are responsible to
grow leaders.
What do you do to grow leaders?
So that's a, that's a great question.
And you know,
one thing that I've put a lot of pride into is,
and I've created, I've created something that I call,
(08:56):
and this is me, and it's called the four C's.
So four, four C's is in C is in Charlie.
And what it, what that is is for me,
it's just that the first C out of everything to help with
creating these,
these leaders within the organization is having a
commitment.
So, you know, until one is committed, there's hesitancy,
(09:17):
a chance to draw back, always in effectiveness.
So when I'm committed, I'm committed.
And, and you know, it's, it's funny, even when you say it,
it just,
it sends tingles down my spine because it just opens up
that, that head, heart chakra to say that I am in it,
and I'm in it fully, both feet in the pool,
not just one hanging on the side.
(09:38):
So, so that's my first one.
And then the second one is creativity.
So within creativity comes a whole different,
so I could go on and on about my four C's cause I do really
love them.
And they are part of what I say is, has been success in my,
in my leadership piece.
Creativity is about a vision.
And the only way we can truly have a vision is if we are
(10:00):
present, when we are present, creativity is allowed.
When we're thinking about the past or thinking about the
future, our minds are too filled with crap.
When I take a leader and I say, you know what,
let's just get incredibly present because in our presence
some of the things that will come from how we want to be
creative,
what we want to do for efficiencies within the organization
(10:22):
that we
have, how we want to come up with some, you know, lean processes or training other leaders. Let's get creative together.
Now, which branches right into the collaboration piece.
So now him and I, or her and I might have some great,
fantastic ideas.
And we might think we've got the best of the best.
(10:42):
It's all about having the willingness to bring in some
other team members and going, what do you think?
So it's,
so it's having the awareness from getting feedback from
others.
So self-awareness is an important piece,
but getting feedback from others and collaborating with
others because they'll come up with something you never
thought of and it'll just be, wow,
(11:03):
it's just one of those things that you went, Hey,
that's what we needed to do.
So that becomes really important.
And then for me, the fourth C is communication.
And sometimes communication is saying nothing.
Sometimes communication is sitting back and you know,
listening,
listening with the perspective of understanding rather than
responding. Listening from a piece of respect that allows
(11:26):
others to eat first and me to eat last.
And I think that has been a valuable lesson for me in terms
of how,
that communication piece really works and how powerful it
is for us.
You know, and you know, even, even in with,
with all of this stuff,
there's one exercise that I'll do in a room when we talk
about,
I'll just step back once into the collaborative side of it.
(11:47):
And I call it brainstorming for brilliance.
And what we'll do is we'll get in the room,
get on a whiteboard.
I'll go up to the board and I'll say,
here's how things are going to work.
We're going to,
this is how we're going to plan it and we're just going to
spit ideas out.
And the importance of brainstorming for brilliance is just
sitting there and listening and writing down and not making
(12:08):
a comment, not making an eye gesture, not making a wink.
Because if Johnny's says something that's absolutely stupid
in the first two or three things,
and I would make the comment, like, really?
I've shut down the creative side of it.
So this whole brainstorm to brilliance has,
it has a proponent or has a component to my four C's.
(12:30):
So if I just keep saying, tell me more, Johnny,
tell me more, Johnny,
sometimes the best answer will come from his 10th,
not his first or second.
Yet if I judge his first, second, third, fourth,
and he shuts down, I lose the creative side.
I've no longer communicated from the perspective of getting
the leader that I want and the ideas that I have.
(12:51):
I've allowed him or her to be able to feel safe in that
environment,
to be able to offer something that's contributing to the
betterment of our entire organization.
And all of a sudden I've got somebody that is a dedicated,
committed,
a hundred percent loving leader that wants to do the exact
same thing that we just went through.
(13:13):
So amen, brother.
And that goes back to what you,
now they don't want to disappoint you, right?
Now they don't want to let you down because they've come up
with the idea.
I want to share just a quick story.
I had in one of my companies, the body shop,
we had a challenge in the production department, all guys,
right?
And we had a couple of women working in the office.
(13:33):
And so we had this challenge that we needed to solve.
I put everybody together, everybody, whole company.
I put them in a room.
And it's not surprising to me that you and I are in the
places we are in our lives, in our careers.
And we've never talked about this before,
but we've done such similar things to lead.
And my point to this is,
is that the best solution to our challenge in production
(13:56):
came from a woman who doesn't fix cars because she was
thinking completely differently, right?
She saw it completely differently than everybody that held
a wrench in their hand, including me.
And so you're right.
And I just recently read that,
I think it's Simon Sinek said it,
and you've probably heard it someplace else as well,
that as a leader, you should eat last.
(14:16):
And I love that you've translated that to,
you should also talk last.
You should be the last one to open your mouth,
let everybody else have their say.
So the next thing that leads me to is,
explain to the audience, if you would, please,
how is it for you to go back and forth from like your
(14:37):
spiritual work, being a minister and a counselor,
a guidance person, a mentor in the corporate world?
Do you see any difference in that?
And if there isn't,
how does it translate to you to just so easily go back and
forth?
Let's see, and that's fun because when I show up,
(14:58):
I show up fully.
So I bring everything that I've had, the experience,
you know, let's call it ancestral wisdom.
From a perspective of how I've been guided,
how I've been mentored, and, you know,
you and I have had some incredible mentors, you know, and,
you know, one in particular that we can talk about is,
you know, is Jack Canfield and the success principles.
(15:18):
You know,
part of his work and part of my work is to show up fully,
is to express what it is that we've learned to, you know,
stick to what it is in terms of how we coach and how we
live.
And, you know, integrity is a verb, you know,
when we look at it,
but it's doing things that you would do regardless of who
(15:41):
was watching.
And I think for me, you know,
bringing the spiritual part into my corporate world is an
essential piece.
And, you know,
it's really interesting because if it's spiritual to
spiritual.
So if I'm talking as,
and I'll use the title because we both have it.
So if I was to go as Reverend Sean,
(16:02):
you and I would have a more enlightened spiritual
conversation based on the words that we understand.
Whereas if I take my spirituality into the corporate world,
it's just changing the words a little bit.
It's the exact same outcome.
It's just changing up.
It's just changing up how I said it so that it becomes so
that it's better understood.
(16:23):
You know, there's a,
I'm going to do a shootout for a Canadian.
His name's Robin Sharma.
And one of his first books was A Monk,
the Soul of the Safari.
And he will always use his high words.
And then he'll say, in other words, blah, blah, blah, blah,
so that he offers an opportunity, which I like to do too.
So I'm just using this as an example so that you and I
(16:45):
could have a specific conversation and use specific words
and then translate it differently so that somebody else
hears it differently.
So it's being aware enough to know that it's specific to
your audience and being aware enough to know that you
translate it from a perspective of understanding.
(17:06):
And that's part of my four C's again,
is back into the communication pieces.
And if I get biblical and spiritual, Para St.
Francis, seek first to understand, then to be understood.
So to answer your question,
I love playing tennis with the corporate spiritual world.
And what I mean by tennis is it becomes a service.
(17:29):
So with tennis, we're serving it back and forth.
So I love baseball too,
but that's three strikes and your out.
You know,
that's that's so beautiful because it's just it's truly who
you are, right?
Everywhere and every time we've crossed paths,
that's how you show up in service.
I think it you're absolutely right.
(17:50):
The world knows when we show up as somebody we're not, r
ight?
And so if we show up in the corporate environment trying to
be somebody we're not You're going to be found out pretty
quick and the same thing on wherever else you go in your
life, right?
Whether that's in your relationships or your contribution
to legacy your spiritual work,
if you're being somebody different or incongruent, t
(18:13):
hen the world's going to find you out pretty quick and I
think one of the things that I I like to tell young leaders
is that, It's okay to say I don't know,
right? Don't make up some stuff because you want to be the
expert now. Because that integrity that you mentioned and
that credibility is going to be huge Because when you say I
(18:33):
don't know then people can trust you to not BS them. Then
that's when you start playing that role of trying to be
somebody that you're not
Mm-hmm.
When,
so what's one of the things that you use as a tool when
you've got a young leader that you're trying to mentor and
they've got challenges and they're feeling overwhelmed or
(18:56):
like they can't accomplish it or they're not good enough?
Mm hmm.
You know,
I think I think one thing in today's world for me is,
you know, I call it, I really,
I really find this to be the most effective piece and that
is managed by walking around.
So you cannot be a leader when you're sitting in and
sitting in your office. You cannot be a leader if you're
(19:18):
just watching from above, you know,
and I teach everybody within the organization. You know, l
eadership is a title,
you don't need to have that role to be a leader,
you don't need to be in that position to be a leader.
So everybody has the ability to be able to take upon some
of these leadership abilities.
So part of what what I'll do to create that though,
is you obviously give them some confidence to do so.
(19:41):
And one of the best confidence building things that I've
learned is how to deal with conflict resolution.
And because in the corporate world, in the retail world,
especially, my heart goes out to the cashiers,
my heart goes out to the people in the service industry,
it really does.
And you know, people use this word of saying,
we need better.
(20:02):
I deserve better customer service.
You know what I say, you need to be a better customer.
Realize that these people are doing the best they can with
the skills, knowledge and awareness they have at the time.
So my job is to make sure they feel confident, protected,
and supported.
If somebody's going to crap on somebody that that I'm
looking at, oh boy, look, I'm a hail the underdog guy,
(20:27):
Louie, I'm the protector, you know.
Now, I don't come in with bulls of blazing,
but they know I'm there to support them and protect them.
And I think, you know,
part of what helps develop a leader is knowing that they
have a supporter.
And, you know,
and I truly believe everything that filters down in terms
(20:48):
of creating this is having somebody that will support you.
So right from the very top,
if the owner of the business supports the implementer,
the implementer feels comfortable and confident to be able
to do what he or she said they were going to do.
So it's finding your supportive role and I am definitely
the guy that's going to be there from the protective piece
(21:10):
so that they feel comfortable within this conflict
resolution.
Now, if they if they deserved it,
I'll stand back a little bit, monitor it,
and then coach it as it goes through.
So, but I'll do it in the moment.
If there's conflict.
Okay.
Rather than taking two different sides of the story, see
I have a bit of a background too so I used to work in the
(21:32):
prison system for 16 years I worked in a maximum security
prison and learning about conflict resolution and how to
love and not judge people.
It's one of the best places to learn it.
And one of the quickest ways not to if you choose to go the
other way.
Anyway, that's a whole different story.
So, managing conflict in the moment says,
(21:53):
bring the two people that are having the issue together,
bringing the two together and now all of a sudden you have
the stories in front of you.
And it's absolutely amazing when you start asking the
questions when the two of them are together for facts,
how that changes, and how it diffuses.
But if I separate them, they're still both upset.
I bring them together by being there as their protector and
(22:16):
a support and a guide and a coach.
It's incredible how so they feel they now all of a sudden
they both feel supported because I'll say, I'm not,
and I will come in and say, I'm not picking sides.
Our goal here is to make sure that we end this,
where there is some,
and here's where we come in with with Sean's woohoo.
I want to make sure by the end of this there's some love
(22:36):
and respect in in this conversation that's going on right
now, where there isn't any in this present moment.
So, again,
to answer your question part of that is being able to be
very well versed in the coaching world which you and I both
are having a great understanding and and coming from an
empathetic approach rather than a sympathetic approach
because my piece to developing a leader is rather than
(23:01):
jumping in the hole with them to me which reflects sympathy
versus putting my hand out and saying,
my hands here for you, reach out and grab it.
I will do whatever I can to help you out of that whole
empathetic.
And actually, I think that, I think,
I think you need to get to six C's,
not four. You need to add, you do,
(23:21):
I'm serious. You need to add confidence and conflict resolution. And you need to write your book, brother, the six C's of leadership by Sean Wiesner.
See how, see how all of a sudden,
so here's a perfect example of the creativity that comes
when you put two people in the same room that have very
(23:43):
similar ideas for creating a difference in the world.
So say that.
What's my title again?
Six. Yeah, actually, I've got seven
because you use the word coaching.
And every good leader should be a good coach.
Yeah, but you use confidence.
And we both know some things to help people build their
(24:05):
self confidence.
And I think as a leader,
you have to have conflict resolution.
And you've got a book dying to be written.
Sincerely, the seven C's of leadership by Sean Wiesner.
And I like seven; it's my favorite number, so there we go.
Yeah,
I think there's the perspective of what there is out there
(24:28):
to make a difference.
So I'm just gonna honor you for a moment here based on the
idea of what it is that is required in the world of
uncertainty right now is giving people hope.
And you have always been that individual,
regardless of what conversation we have, how we have it.
(24:48):
You make me laugh, you make me feel love,
you have that essence of change.
And I'm gonna hats off to Louie Sharp right now from the
podcast piece that these are pieces that are gonna help in
that uncertainty.
These are the places where we will be able to speak our
(25:11):
truths, feel safe, feel inspired,
and take something of the nuggets that you'll be sharing
and doing.
You talk about self-respect and self-confidence.
One of the most important things we can do as leaders and
lovers, and I call us love leakers, is having self-love.
(25:31):
It's because you cannot give away what you don't have.
And to have that confidence that we're looking for in
leadership,
it's about being able to look in the mirror and look beyond
what the exterior is and be able to see deep inside of what
you are and look for that inner teacher and that inner love
that is gonna expand throughout the world.
(25:53):
And it's a simple piece.
Every single one of us are standing in front of the mirror
in the morning.
I'm assuming we are.
You're either brushing your teeth or you're shaving or
you're doing something in front of that mirror first thing
in the morning.
What a beautiful opportunity to look yourself in the eye
and say, you know what, I love you.
It's the same perspective.
(26:13):
I'll go back to what you don't have you can't give away.
If you wanna be able to give some money to somebody that
you don't have, you need to figure out a way to get it.
So there's things you can do.
So if I look at a,
because we look at a tangible versus the woohoo.
So here's where I talk about science and woohoo.
(26:33):
Money will give you an opportunity to give it away to give
somebody a smile.
No different than it is looking in the mirror and tell you
that you love yourself.
And there's exercises that, the mirror exercise,
you and I went through that whole thing.
And I know that you still do it today without your clothes
on and everybody might laugh at that.
(26:54):
But there's an important piece to be able to say,
some people say, yeah, but my feet are ugly.
Well, your feet carry you a lot of distance,
a lot of miles.
They've taken you to places that,
you're very appreciative of.
You can have gratitude for those places.
So without going way out into left field,
the self-confidence is gonna become an important piece for
(27:18):
self-love.
And there's many ways and tools that you can do that.
And I would strongly encourage anybody that's looking to do
that.
Fine, there's tons of different ways and simplistic ways.
Don't make it difficult, make it easy.
Yeah.
And so first off,
I want to say thank you very much for your kind and
thoughtful words.
They touch my heart.
They really do.
(27:38):
And I think that one of the things I'd like listeners to
know is that what we're doing with this podcast is creating
together.
And I've come to understand that nothing great was ever
built by somebody in a vacuum all by themselves, right?
I don't care who you are.
There's somebody out there that's going to help you support
you.
And often in ways that you never thought possible or in
(28:02):
something that you didn't even know you were aware of that
you needed help with.
And so I think, man,
you've just been dropping golden nuggets for this entire
conversation.
And I also think that it was very powerful because you're
right.
I say the same thing to people,
and it's probably not a coincidence,
but you can't give away what you don't have until you have
it.
(28:22):
And then that self-respect, you touched on that.
And that's the same thing.
If I don't respect myself,
then how am I going to respect that cashier that's checking
out my groceries, right?
And then it starts to be really easy to be crappy to
everybody because you're crappy to yourself.
And once you heal this relationship between you and you,
then life gets a whole lot easier,
(28:43):
but it's also filled with a whole lot more love.
Is there anything you'd like to add before we call it a
day?
You know,
I think there was one thing that I read before I came and
it's, it's based on,
they say it's based on an African proverb, but it says, G
o fast, go alone. Go far, go together.
(29:05):
And I think we have an opportunity, you know,
going forward.
It's, you know, this,
this word community is popping up quite frequently again.
And, and, you know,
from a place of being able to be collaborative and
creative, there's, you know, there could be another,
there could be another C in that book.
And that, that is, you know,
(29:27):
that is being able to talk about community and unification
and the spirituality that comes from, you know, being in,
being in a community.
And I'm just so proud and pleasured and loving that you're
part of my community.
Well, thank you.
And I think you've touched on something, you know, I,
I said, um, and we're,
(29:48):
this is being recorded shortly after the recent
presidential election.
But one of the things I shared with people during that
craziness was I don't care whether you're hating Harris or
Trump or brussels sprouts or broccoli.
If you're hating, if you're hating,
you're peeing in our pool, right?
The collective, you know, Einstein proved it's all energy.
(30:10):
And so if you're broadcasting something negative,
you're broadcasting it into the entire universe,
the entire pool that we're all swimming in.
And here's what most people don't understand.
And I know you know this, but if,
if I'm being grouchy and hateful and mean and spiteful and
all those things, who am I hurting the most?
Me.
Yeah.
(30:32):
Right.
Me.
And then it becomes perpetual.
I had one last thought.
When, um, when you think about leaders and their future,
is there anything that you tell them to get them to think
bigger or think to your point about going further?
Cause you mentioned that, you know, in,
(30:52):
in that African proverb,
and I love that because within community,
you can go a long way for a long time, right?
It gives you the, the,
the ability and the energetic place to kind of recharge,
but keep going with other people.
What do you do to help leaders see that bigger picture and
to dream bigger?
(31:13):
You know, and, and that's,
that's a beautiful question because, you know,
part of it is don't recreate the wheel.
There's,
there's thousands and thousands of different ideas and
opportunities and mentors and coaches.
And I'm not saying I'm the one or you're the one or he's
the one or she's the one,
but there's so many different people that,
that I would say become attached to, you know,
(31:33):
from that ancestral wisdom.
I was talking about earlier. You know,
if you want to know more, learn more, you know, and,
and the resources are there.
Find a mentor, you know, there's, there's,
there's so many people like you and I that if a young
person came up to us and said,
could you please teach me what you know, we'd be honored.
And yet, and, you know,
(31:54):
so that comes down to the confidence to be able to ask.
So, you know,
I'm going to throw a pitch in for Jack Canfield again.
One of his success principles is ask, ask, ask, ask,
you know, and I will throw it out there and see become,
if you want to become a really good leader,
become a really good ask hole.
And that is a perspective of being able to feel because if
(32:15):
you're willing to do it,
you'd be surprised how things will show up.
So, um, that, that's,
that would be a number one thing that I would say,
ask for a mentor, ask for resources,
ask for different things.
And like I said,
there's so many resources out there that I'm always willing
to say, Hey, have you looked at this person?
Have you seen this person to be taught to that person?
(32:35):
Have you looked at this one?
So don't recreate the wheel.
I mean, Marcus Aurelius, um,
wrote a great book called Meditations.
It's thousands of years old.
There's some great leadership quotes and qualities in
there.
And yet the corporate world still is not even looking at
that book that's a thousand years old.
So like I said, just become,
just become a really good asker and be confident to be able
(32:57):
to do that.
And you and I both know that in the leadership world,
that no is just an opportunity to ask another question.
So, you know,
I'll leave it with that in terms of what it is to keep it
simple.
I would,
I would hope that the younger generation that want to
become leaders,
just ask the right questions and end up in the lap of a
(33:20):
perfect mentor and a perfect coach, perfect guide,
and a lot of opportunity for them to help grow and develop
within their careers and within their lives.
That's beautiful.
I appreciate that Sean.
And I think that you're right.
I recently, a good friend of mine, her,
her daughter came to me and said, um, you know,
I know you've shared some books with my mom.
(33:41):
Would you mentor me?
And I told her this is the deal.
I appreciate that you want to build a better life.
I'll mentor you for as long as you take action, right?
And for free,
as long as you're going to take some action on what I'm
going to give you, I guarantee you can get results,
but I'm not going to,
I'm not going to spend my time mentoring you if you're not
(34:02):
going to do the work.
Great point.
And I mean, that's what comes that's,
that's where we go back to the commitment piece.
If you if you're, if you're wanting to know,
and you're coachable, and you're willing to listen,
and you're willing to follow through, I will be there.
Again, I will be there 100% support.
So I'm on the same boat as you.
So Sean, again, thank you very much, brother.
(34:23):
This was just unbelievable, unbelievable!
If people would like to reach out to you for guidance,
mentorship, your wisdom,
how could people get a hold of you?
So interestingly enough,
I'm just in the process of keeping myself accountable.
I'm developing this website that'll be up and ready,
but right now it's not.
(34:43):
Um, so right now I'm just going by my own email,
which I've had for years.
And I think you'll love and appreciate the idea that it's
changing lives at telus.net.
So that's C H A N G I N G L I D E S @ T as in Telus E L U S
dot net.
And I'm open for anything.
(35:06):
Um, conversations, coaching, mentoring, whatever it is,
I'm here for that perspective of changing one life at a
time and, uh, you know, making,
making sure that we're always there to create a
difference.
So thank you so much for having me.
Quite welcome.
And what I'm going to do for you,
those of you that are listening,
I'll put your contact information in the notes of the
(35:27):
podcast as well so that they can pick it up.
Yeah, they can pick it up from there.
So thanks again, Sean.
Sounds good, Louie.
I appreciate you, too.
Love you, brother.
Love you, too.
Thanks again for joining us and listening to this episode
of leadership and love.
I would like to challenge you to ask yourself what's one
thing that you heard today that you can implement
(35:47):
immediately to improve your leadership and accelerate your
growth.
If you've gotten value out of this episode or learned
something that you can implement today,
we'd ask that you please share it with those that you care
about.
Our goal is to create more leaders who are leading with
love.
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