April 30, 2024 • 50 mins
It’s all within your grasp and control -embracing the "Work Positive" mindset, where we challenge the notion that work is merely a bad four-letter word. Instead, discover how work holds the promise to be a source of fulfillment, growth, and impact. Let’s explore the importance of individual team members' capacity to perceive the positive prospects within their work and harness it to fortify their teams. Learn how shifting your mindset can unlock the potential for work to realize your potential.
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Working on Purpose is broadcast live Tuesdays at 6PM ET.
Working on Purpose TV Show is viewed on Talk 4 TV (www.talk4tv.com).
Working on Purpose Radio Show is broadcast on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com).
Working on Purpose Podcast is also available on Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.
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(00:00):
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(00:21):
W FOURCY Radio. What's Working onPurpose? Anyway? Each week we ponder
the answer to this question. Peopleache for meaning and purpose at work,
to contribute their talents passionately and knowtheir lives really matter. They crave being
part of an organization that inspires themand helps them grow into realizing their highest
(00:44):
potential. Business can be such aforce for good in the world, elevating
humanity. In our program, weprovide guidance and inspiration to help usher in
this world we all want Working onPurpose. Now, here's your host,
doctor Elise Cortez. Welcome back tothe Working and Purpose Program again. Thanks
(01:06):
for tuning back in. Great tohave you again. This show has been
brought to you with passion and pricesince February of twenty fifteen. Already I
am your host, doctor Elis Cortes, and if we've not met before,
I am an organizational psychologist and logotherapist, and I'm a speaker and an author.
And my team and I at Gustonow help companies to enliveen, and
fortify their operations and increase profitability byarticulating their purpose and building inspirational leaders and
(01:30):
cultures activated by meaning and purpose.Our mission is to help the companies we
serve created destination workplace where people flockto join, are intrinsically motivated to perform
at their best, can grow intothe fuller potential, and are committed to
stay and dynamically deliver on the company'smission, which translates to those higher profits.
You can learn more about us andnow we can work together at gustodashnow
(01:51):
dot com or my personal site Eliscortesdot com. Getting into today's program we
have with us today Doctor Joey Fawcett, who transform companies from a negative Kevin
culture to a positive work culture thatincreases productivity and profits. He is the
culture architect of the work Positive Frameworkcertified executive coach and best selling author of
Work Positive and a Negative World TeamEdition. His work has appeared on Wall
(02:15):
Street, Journal, Money at Journal, Money Watch, CNBC, Fox Business
News, Entrepreneur Media, and countlessother sites. He hosts the Work Positive
podcast, which I've been on.I'm happy to say he joins us today
from Danville, Virginia, Doctor JoeyA Hardy. Welcome to Working on Purpose.
I am delighted to work on purposewith you a lease. Thank you
(02:38):
so much. It's really wonderful totalk to a like soul, doctor Joey.
I really appreciate who you're being inthe world, and you know,
we have a lot of work todo, and this beautiful book that you
created as a is a wonderful contributionto that. Thank you for that.
And it's just chock full of allkinds of resources and QR codes to take
you to assessments and instruction and guide. So really well done, doctor Joy.
(03:01):
Thank you. That means a lotcoming from you, because you know
I'm a big fan of yours andlove your book and head you on the
Work Positive podcast, so it meansa lot. Thank you. Thank you
well. So I love stories,as I know you do too, and
I think we both agree that reallygood leaders tend to be good storytellers.
(03:22):
So we have to start this podcastyour conversation about you sharing this wonderful story
that you share in your book aboutnine year old doctor Joy and the boy
that really set us off, sethimself off on this journey that he's on
today. Tell us that story ifyou would. Well, that cute little
nine year old kid had a lotmore hair than I have today, at
(03:43):
least. Well. I come froma long line of entrepreneurs, primarily in
agribusiness. My mother's parents were formativein my early life. My grandfather and
grandmother ran a country store, raisedtobacco, milked about eighty dairy cows twice
(04:05):
a day, raised corn for them, and all like that. So I
just thought everybody woke up when thesun did and ate three big meals a
day because you were working hard,and then fell into bed after dark and
got up and did it all overagain the next day. But there was
a purpose to it all, andfamily was very important. So here I
(04:28):
am a nine year old little boy, and I decide that it's time for
me to make my way in theworld. So I did what most nine
year old little boys do. Iborrowed a lawn more I don't even remember
whose it was. My dad hadhad our lawn moan, but I borrowed
the neighbor's lawnmower and started mowing lawns. I got about halfway through at the
front yard of somebody's lawn the leaseand started sneezing and coughing and coughing and
(04:54):
sneezing. And I had asthma,and I had taken allergy shots since I
was a two year old, backwhen they first invented allergy Shoon's right.
And so I got to coughing andsneeze this so much that I could no
longer finish became sick. After that, they discovered out a viral infection in
my lungs. My asthma was triggeredby that. Wound up at Duke University's
(05:17):
Medical Center, as it turns out, one of the foremost pediatric asthma allergists
in the world. So talk aboutbeing in the right place at the right
time, right But one particular night, I remember the I was coughing incessantly,
literally couldn't catch my breath. Mymother slept on the floor beside my
(05:39):
bed, literally because my complexion wasgreenish blue, and it was just a
pivotal moment, shall we say.I get emotional even now just thinking about
it. But it was one ofthose make or break times. In other
words, if Joey makes it throughthe night, then we stand to chance.
That's what the intern is told Mom. So I remember Mom on her
(06:02):
knees beside my bed, reaching upunderneath the mis tent and looking in the
eyes as I coughed, and said, Joey, I'm positive you're going to
make it. I wasn't really sureI was going to make it until that
moment. And when someone is significantas your mother in a nine year old
boy's life right speaks truth to youlike that, you just latch onto it
(06:27):
because it was the only hope Ihad. So I made it through the
night. The next morning, doctorD's came through, removed the medication that
was in the mis tent with afew choice words to her interness who had
called on us during the night,and I recovered, and I just kept
getting stronger and stronger, stronger,and my mom's words ring in my ear,
Joey, I'm positive you're going tomake it. I didn't try to
(06:47):
mow lawns when I got back home, but I did come back home and
discover in my mailbox a big brownenvelope by nine to twelve from the Sales
Leadership Club. Now this was aone hundred years ago. It was a
big deal back then to get aninscribed Christmas card. That is, your
name, your family's name was printedinside the Christmas card. Now that's a
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big deal. If you get one, it's handwritten, because everybody's sending you
something, right, it's already inscribed. So I said, well, hey,
I can't my lawns, but Ican do this. So I began
going door to door in August ineastern North Carolina one hundred degrees on hundred
percent of medical showing people pictures ofChristmas cards, well, the actual Christmas
cards inside my handy dandy catalog.See I can show them to you.
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Now it's like a nine year oldban of white, I guess. And
there was Frosty and Rudolph and allthe other Christmas type characters on these Christmas
cards. And I was asking peoplehow many boxes they wanted to buy,
And so I just kept doing thateverybody that I ran into, and I
got a telescope. Now I understand. When I was a nine year old
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boy, Neil Armstrong landed on theMoon July twentyteen, sixty nine. That's
why I wanted a telescope east becauseI wanted to see if I could see
Neil Armstrong see the landing. Yeah, yeah, that's right. I got
a cassette recorder, which was newVOD technology then, and then the Coup
de Grass was a three speed bike, which was the most speed you could
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buy back then. And so Ilearned then that positive mindset makes all the
differences in the world and allows youto recover from any adversity, even those
that threaten death, and you canmove forward to live into your best life
and to even do a little workon purpose. Wow, and you got
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that at nine. You know,some of us have to wait until we're
you know, thirty nine, fortynine, fifty nine, sixty nine to
get that message. You know,so you got to kind of a leg
up on it. Doctor Joy.Well, when you when you're told that
you might not make it through thenight, at least, it tends to
rivet your attention on the things.Yeah, I suppose, so capture those
lessons, I suppose so well.I can certainly see, you know.
(08:58):
And that's one of the things Ilove about when I'm working with leaders and
sid organizations and really helping them understandtheir own individual purpose and how it aligns
with that of the organization. Alot of people do have these kinds of
stories, but they haven't really done, though, the work of really helping
themselves to understand why they're important andhow they inform their sense of self,
their identity and who they are andperhaps even their purpose. So I think
(09:20):
it's beautiful that fast forward just acouple of years that you have now threaded
that into everything that you do,and you know everything you know this whole
notion of work positive, and youand I both know, I mean that
whole that's just not so for somany people. So being obsessed with work
positive, especially in a world that'sconstantly complaining about work, got to be
(09:43):
an interesting place to be for you, m it is. It is a
very interesting place and one that defiestruth, I think, because the reality
is if you're healthy enough physically,mentally, emotionally, you spiritually to work,
that in itself is like a gimme. That's a huge opportunity for you
(10:07):
each and every day. So itis a bit of a mystery that people
would spend seventy percent of their wakinghours doing something they're miserable at. Man,
life is way too short to endurethat kind of misery every day,
and yet you and I both seeit day after day after day. Yeah.
(10:28):
I'm going to say two things tothat. So one, I want
to quote from your book, TheyWork Positive and a Negative World book.
You write in that book that sixtyseven to seventy five percent of the American
workers surveyed rate themselves as either dissatisfiedor very dissatisfied at work. It's a
huge number. It's an enormous number. Yeah, why do you suppose they
(10:50):
are willing to do that? Whyare they are they showing up every day?
And the short answer is they boxthemselves in a financial corner and therefore
have to work. Ioio, Sooff to work I go. We saw,
of course, we'll talk more aboutthis in a minute, but we
saw during the Great Resignation that peopleliterally discovered I can leave this job.
(11:16):
We're not talking career calling here atleast, we're talking job, and it's
disposable. So I can leave thisand go to another company and hope that
the culture in that company is better, or that I'll magically fall into a
place where I fit wonderfully. Itjust doesn't happen by chance. It takes
a high level of self awareness andemotional intelligence, the right questions. But
(11:39):
it is doable, right and youand I both have seen it. We
know we develop leaders who create thatkind of culture that can attract top talent,
that can reduce team turnover and actuallygrow people and profits. So why
do we do it? I guessit's short answers financi But the other answer,
(12:01):
literally, I think, is becausewe're just kicking the can down the
road. That work is miserable,and the more you suffer, the more
you brag about how many hours youwork in a week, the more you
talk about how many freaquent flyer milesyou have, how much you're away from
your family. It was almost abadge of honor from my generation as a
(12:22):
baby boomer. Now, fortunately theMillennials and then certainly gen z I figured
out that my generation had the highestdivorce rate of any previous generation, highest
addiction rates, alcohol pills, whateveryou want to name of any and we
have more kids in therapy. There'sanything wrong with being in therapy, please,
(12:43):
But the percentage of our children intherapy was higher than any previous generation.
So they saw what a trash heapwe'd made of life by just selling
our souls to the company store,and they're insisting we're not going to do
that. We're not going to dothat. Whereas my generation, if I
had to put on my calendar formy boss to see, you know,
(13:05):
therapist, I'm going to see doctorCortez at three o'clock, No, no,
I would never do that. However, gen Z puts it on there
and it's like, Okay, I'llbe gone for an hour. I'm going
to see my therapist. So kudosto them for understanding how to create a
healthier lifestyle for themselves and insisting thatthey do that. MM I love what
(13:28):
you have surfaced here at Doctor Joeythat I just kind of want to piggyback
off. I have so many peopleoftentimes really complain vehemently about the generation that
comes after them, and I havea different perspective about that. My perspective
is each generation makes us better asa human race. So I think your
rate, your your generation really helpedus embrace the idea of a of a
(13:52):
work ethic of you know, let'scommit to something, be in it for
the long haul. And you know, there's there's a trick. You know,
there's a payof for that. Youknow, lots of payoffs. There
are lots of good payoffs that happenedfor that in addition to what you forth.
I am the very end of thegen X generation, and we questioned
some things and we didn't put allof our faith in that whole basket,
(14:13):
and we kind of were looking forways to be able to optimize our own,
you know, our personal fulfillment aswell, which I think was a
nice good trade off for what youdid. And then Gen Y or millennials
come along and they're like, hangon a second, you guys, do
you know you don't really have towork sixty eighty hours a week. That
is nonsense, that's craziness. Youdon't need to do that. So they
(14:35):
pushed back on that and we went, huh, we don't. Yeah,
you're right, And then gen Zcomes along and they're like, listen,
guys, if this isn't meaningful andit's not attached to kind of a purpose,
I'm out. And I really Idon't belong in that culture, yeah,
right, And so I just feellike every generation has really helped steward
our consciousness and really our fullness asa human being. So I have we
(15:00):
eat great hope for gen Y andgen Z And of course that's part of
what I think both you and Iare doing, is helping to create cultures
that make them want to belong andgive their best and will make them feel
like they can absolutely and actually tohelp companies structure a culture in which belonging
and becoming are de facto. Right, yes, Well, on that note,
(15:22):
let's let our listeners and viewers takeour first break as they start to
digest some of the things that we'vetalked about. Here. I am your
host, doctor Elise Cortez. We'vebeen on the year with doctor Joey Fawcett,
who transforms companies from a negative Kevinculture to a positive work culture that
increases productivity and profits. Is theculture architect of the Work Positive Framework,
(15:43):
certified executive coach, podcast host,and author. We've been talking a bit
about his remarkable story that set himon his journey toward work positive. After
the break, we're going to getinto some of the main aspects of his
book and then talk about some ofthe areas that really call him around culture
with us. We'll be right back. Doctor Elise Cortes is a management consultant
(16:18):
specializing in meaning and purpose. Aninspirational speaker and author. She helps companies
visioneer for greater purpose among stakeholders anddevelop purpose inspired leadership and meaning infused cultures
that elevate fulfillment, performance, andcommitment within the workforce. To learn more
or to invite a lease to speakto your organization, please visit her at
elisecortes dot com. Let's talk abouthow to get your employees working on purpose.
(16:48):
This is working on Purpose with doctorElise Cortes. To reach our program
today or to open a conversation withElise, send an email to Alise A.
L Se at elisecortes dot com.Now back to working on purpose.
Thanks for staying with us, andwelcome back to working on Purpose. I
(17:10):
am your host, Doctor Elise Cortes. Like Joey, I am also dedicated
to helping create a word world wherepeople realize their potential at work and they're
led by inspirational leaders that help themfind and contribute their greatness. And we
do business at Betters the World.So I keep researching and writing my books.
My last one came out in Marchof twenty twenty three. It's called
The Great Revitalization, How activating meaningand purpose can radically enliven your business.
(17:33):
And what it's about is I amtrying to help you understand leaders and business
owners the lay of today's workforce land. What do they want and need from
you in order to give their best? So I lay that out in the
first half. The second half givesyou twenty two best practices to build into
your culture to give them what theywant. You can learn more about it
at my personal website at least Coortesdot com, or just pick it up
on Amazon if you are just nowjoining me. My guest is doctor Joey
(17:57):
Fawcett. He is the author ofWork Possible in a Negative World Team edition.
So before we get into just someof the kind of the structure of
your book, I really like howyou just lay out to five core practices.
Just curious. I'm sure you've beenasked this a million times, but
why do you think so many peopleare mired in such negative thinking? Little
(18:18):
set aside the idea that they're havingyou know, the miserable experience at work.
Why are we clinging to negative thinking? Because it's familiar, Okay,
and we love familiar thoughts. Wewill bring to the familiar even when it's
miserable. It's not that the olddog can't learn new tricks, it's that
(18:40):
the old dog has to unlearn theprevious tricks. Ye, So that familiarity
just cultivates it. And I'm nota neuroscientist. I'm not even the son
of a neuroscientist, nor have Iplayed one on TV, just saying,
but I have studied the brain abit, and about the third time of
fear or something similar to that circlesyour brain through your amigdalok your brain can
(19:04):
no longer distinguish between the falsehood ofthat fear, the fact that that fear
has yet to happen, and areality that has occurred, So that fear
maskerades as reality. It becomes yourreality, and so you nurture it and
nourish it and are convinced that it'strue. I refer to that is not
(19:25):
falling down the rabbit hole with police, but with Alice, right, And
so you just go deeper and deeperdown into that hole and you convince yourself
that this fear is now your reality. Whereas it takes a little bit more
work to accept something that's unfamiliar andit doesn't fit in a file folder in
(19:45):
my brain. I've got to finda new file folder in my brain for
it to fit in, or createone, and so that takes a little
bit of work. I don't knowwhether our brains are super efficient or lazy.
The outcomes the same. I welcomefamiliar thoughts when I meet you,
when I see you, when I'min a situation, I immediately look for
(20:06):
familiar points of reference. If itfits, that's great. If it doesn't,
I'm pushing it back and I'm justnot going to live there. So
we become mired down in that negativity, and mired is correct work because it's
familiar. Then we choose context thatreinforce that negativity. We could spend the
rest of the show talking about pushmedia, and it's a fact they're in
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business to monetize negativity, right,and their mantra is if it bleeds,
it leads, And so every newscaststarts off with the absolute worst thing that
could happen that day, and ifit wasn't in your community. At least
it's somewhere in another community. Sothey're going to import it, bring it
right into your community as if ithappened in yours. So don't despair.
(20:56):
If nothing nobody got murdered in yourcommunity, somebody did in another community.
We're going to bring that right toyour dining room table and help get heartburning
indigestion. And we willingly turn thison. We start our days with it,
and don't tell me it's just backgroundnoise. It is marinating your brain
and negativity, so that by thetime you get let's say, whether you're
(21:18):
walking downstairs to your remote office oryou're going to an office building, your
brain is so marinated in that negativity, productivity, engagement, all the things
that you and I help companies establish. It's like a fortress mentality. You've
got to break through negativity first,and that's a lot of heavy lifting to
start your workday. That was afantastic answer, and I didn't even expect
(21:44):
most of that. Thank you,doctor Joey. I was worth the price
of a mission right there. Okay, now we got to listen to podcast,
right right, Well, I learnedall kinds of amazing things on podcasts,
and it's my own, so wehave to. I'm going to feel
back one word that you used inthat and before let me just kind of
set this up. I have afantastic spiritual and leadership guru. He is
(22:10):
doctor Lance Secreton. He's written Idon't know, twenty six twenty eight books
or whatever. One of the latestReawakening the Human Spirit, which I'm reading.
So going through his program, I'malways learning myself, always looking to
learn so I can be of higherservice to my clients. Just before I
got on with you, I wasreading a bit from one of his chapters
in which he also talks about theimportance the criticality of unlearning. So let's
(22:33):
talk about it. What does unlearningentail? How do we actually achieve unlearning?
So often assume because we've had anexperience that that experience is formative.
It is, it's determinative and formative. In other words, my identity is
(22:56):
wrapped up in that experience when actuallywe a is conscious human beings right can
choose to interpret an experience in anymanner that we choose. So doctor Peel,
in nineteen fifty two wrote this littlebook called the Power of Positive Thinking
and in it. He says,within every adversity lies the seeds of opportunity.
(23:22):
So the choice is ours. Yourbrain is like a muscle. You
can develop muscle memory with your brain. So do I choose to focus on
the adversity, the storm, thecircumstances that's around me that make me feel
like I'm out of control, thatI have no control, that I'm a
victim, or do I choose tosearch for the opportunity within that? And
(23:44):
in a work environment, competitive advantageis everything. So having persons who have
that positive mindset and are digging forthe opportunities then becomes your competitive advantage economically
as well as attracting talent, reducingteam turnover. So you want to unlearn
(24:06):
ways, let me typify very quickly, growth versus fixed mindset, right,
Carol, it's it's that kind ofthing. I want to grow through these
experiences or am I going to entrenchand continue to see myself in a victimology?
Because you see what you look for, right And since I see what
I look for, then it's aself fulfilling prophecy. At that point,
(24:29):
if I can, as I puton a new settle lenses, a new
filter, then I can find theopportunities within the seeds of adverts, the
seeds of opportunity within the adversity.M Oh, I love that dog,
Jerry, thank you. I cansay for me, how I also think
about that just in my own world, I have we I guess most of
(24:51):
us have a default response. Ifsomething happens in our default is with this
is what we do in fault partright. Part of the way that I
that I have approached on learning formyself is examining what is my default whenever
I possibly can, I have tosort of intervene in that to do that,
and then looking for a different waythat can respond that maybe is different
or maybe it's I think it mightproduce a higher result or something. And
(25:15):
so decoupling from that automatic response Ifeel like as part of learning, Oh,
definitely decoupling from it. Now that'shard work because it's at such a
deep level. For most of us, it's at a subconscious dare I say
spiritual level for us even that itjust becomes a part of our self identity.
So there is something without getting tooexistential here, there is something about
(25:40):
putting yourself up for grabs, beingtransparent with someone else, authentic with someone
else, listening to yourself and justgaining that self awareness. One of the
ways we do that in companies isthrough a three sixty review, and we
use a narrative as opposed to asurvey monkey process. Nothing wrong with survey
Monkey. No monkeys were damaged inthe recording of this butt right, good
(26:00):
right. But I work with theclient to discover who are the five to
seven people whose opinions you value.I work with a client to determine those
five to seven questions that we're goingto ask them. So you've got buy
in automatically from people that you valueand they sure. I give some categories,
classifications, you know, we wantsome of the reports to use somebody
(26:21):
you report to those kinds of things, but we've got buy in. There's
an openness to listening to that.Are you vulnerable yes, Is it authentic
yes? Is it personal? Ofcourse, but not something to be taken
personally, because we want to beon that growth trajectory which allows us to
uncouple from certain patterns of behaviors thatwe become aware of as the mirrors held
(26:42):
up and then we grow through that. Now it takes a very very supportive
work environment and an investment in theleadership development of people in order for that
to happen. I love this,doctor Joey. You can go access to
as far as you want that.I'm down with that. So we tend
(27:03):
to venture on this on this podcastlike that. So that works for me
well, purposes wrapped up in selfidentity and who we see ourselves as and
definitely the existential piece big time.So where I want to go next,
because I want to set it upfor the rest of our interaction and dialogue
here is for listeners and viewers whohaven't actually picked up your book and read
(27:26):
it, I want to just showcasethat you Your book centers around five core
practices want is perceive, conceive,believe, achieve, receive, and so
I just that's beautiful. I lovethat whole way of being able to categorize
something. So could you just sortof speak to why those are such core
practices for you in creating a positiveculture. And then as we go on,
(27:48):
I want to just let us talkabout the things that relative to culture
that are really most important and callingon you. Mm. Thanks. I
appreciate that those those five core practicesrhymes. So when I'm standing on a
platform front of twelve hundred people.My brain doesn't sit down, So I'm
right. It works, Yes,well, it does well. More to
(28:10):
the point, it makes it easyfor people to remember. I discovered these
five core practices when the Great Recessionwas going on. And during the Great
Recession, my wife looked at meone day and said, honey, aren't
you supposed to be traveling? Itwasn't for she was glad to have me,
but she knew I wrote a cashcow every time I went outtown.
(28:33):
So I told her the cashcow Ihad been slaughtered. So there was no
training and development money out there.So that was my wake up called.
I had to decouple from oh woeis me? What am I going to
do? There's a great recession too? How can I find the seeds of
opportunity in this adversity? So BEcame doing research into a period of economic
(28:57):
history, not just in our countrybut around the world that I heard my
grandparents talking about, and that wasthe Great Depression, back when depression was
an economic rather than simply a medicalterm. And I said, somebody,
Sorry, I mean to laugh atthat, but it was funny that I
(29:19):
said, somebody must have started acompany or done something significant economically in and
around the Great Depression? Who arethey? And more to the point,
what were they doing? And howcan I do what they were doing?
(29:40):
So I began my research and Idiscovered some amazing people and that's where these
five core practices came from. SoI like to say that the work positive
culture starts and stops in your head, and it goes back to that positive
mindset we were talking about a momentago. It goes back to fixed versus
growth mindsets. You literally see whatyou look for, and this is the
(30:02):
perceived core practice. And what doesthe word perceive intentionally? Because your reality
is what you perceive it to be, then you manifest that reality that you
perceive. So since you see whatyou look for, you want to focus
on the positive and filter out thenegative. This is not some Jedi ninja
(30:23):
mind trick or something, because badthings do happen to good people, right
There is something negative that goes on. Economic conditions like the Great Recession happen
and we choose how to respond tothose, or we choose to react to
them. So, since you seewhat you look for, you want to
focus on the positive and filter outthe negative. There are lots of tactics
(30:45):
and techniques we teach, like theGratitude Diary, like the morning routine,
starts your morning, starts your day, the work positive way. There's just
all kinds of things that support that. So what we're after here is a
company culture that wreck recognizes the powerof the mind and empowers teams and employees,
(31:07):
but particularly leaders to inspire, yeseveryone to look for to hold up.
Here's something positive someone did this week. Here's something great that happened in
the company. And it's that inspirationthat generates hope, and that's what people
are looking for, especially we're backto generation especially gen Z, begging for
(31:30):
hope, and so they're provided thathope. It helps them focus on the
positive and to filter out the negative. So you can yes, this happened,
and yes this happened, but andyou're constantly holding up those seeds of
opportunity. Now, it's not somePollyanna Ambi pamby squishy kind of trick.
(31:53):
It's literally, and you have todig harder some days than others. It's
literally focusing on the po and thatsets your mind in a positive way for
the perceived core practice. Now,what happens is that let's say you start
vibrating on that positive wavelength, right, You're training your brain to focus on
(32:14):
the positive, filter out the negative. Not everyone around you is going to
be doing that. Amazing, isn'tit. And you're suddenly going to see
these people in a different light.And this is where the conceived core practice
comes in the relationships, whether it'swithin teams or with clients or customers,
vendors and suppliers, between leader orboss and employees, frontline people, all
(32:40):
of these things really matter a lot, and conceive is all about focusing on
the positive people. You're not necessarilyputting yourself in an echo chamber as such.
There's a huge amount of realism inthis. It's just again you're choosing
your reality. Jim Rohn, myfavorite business philosopher, was fund saying that
(33:00):
you're the average of the five personswith whom you spend the most time.
Completely agree. The Framingham Heart study, you know, proved time after time
after time that if you hang outwith people with certain habits, you adopt
those habits as your own. Eatingwas one of the first ones that they
saw. Because that affects cholesterol,which affects heart disease. We become like
(33:23):
the persons with whom we associate themost, I call negative people. So
the key here is to deal withnegative people without becoming one yourself, because
inevitably there's going to be a discrownedcustomer, client, somebody on the team
who doesn't quite get it. Andso I've created a euphemism of e or
(33:45):
vampires for these negative people er becauseI simply love the Winning the Pooh series,
and because I really see it asa team meeting when Pooh and Piglet
and my favorite Ti doublego or gettogether, right and they're planning the perfect
play day for Christopher Robin and thenalong comes are and what does he say?
(34:07):
It'll never work? Right? Soevery one of us have been on
a team that has someone who saysthat'll never work. We tried that back
in nineteen sixty three. Didn't workthe right right, Vampires, Because if
we could just leave or at work, that would be cool. But you
can't, because when you go homeand you're with the people that you love
(34:29):
and you're trying to do the thingsthat you love with the people you love,
guess who's in the back of yourmind sucking time and energy and attention.
Totally, It's that you are vampire, so you are Morson too,
a vampire when the sun gets down. So it's highly, highly critical that
you choose your top five to bepersons who are perceiving so that you can
(34:51):
conceive at work. Yep, yes, Oh my gosh, Doctor Joy,
that was so beautiful. I loveyou and I we can't plead each other's
sentences, but we won't do thatwell, so we'll remain independent. But
let's let our listeners of yours podcastand we can do it. Absolutely,
Yeah, absolutely, I think that'dbe really fun. Let's let them marinating
(35:12):
what you just shared there. Iam your host, Doctor Elis Cortez,
who got on the air with doctorJoy Faucet, who transforms companies from a
negative Kevin culture to a positive workculture that increases productivity and profits. He
is the culture architect of the WorkPositive Framework, Certified executive coach, podcast
host, and author. We've beentalking a bit about mindset negative versus positive
(35:35):
and his core practices. After therank, we're going to just devote that
time period to talking about some waysthat we can build a positive culture.
Stay with us, we'll be rightback. Doctor Elise Cortes is a management
(36:00):
consultant specializing in meaning and purpose.An inspirational speaker and author, she helps
companies visioneer for greater purpose among stakeholdersand develop purpose inspired leadership and meaning infused
cultures that elevate fulfillment, performance,and commitment within the workforce. To learn
more or to invite Elise to speakto your organization, please visit her at
(36:21):
elisecortes dot com. Let's talk abouthow to get your employees working on purpose.
This is Working on Purpose with doctorElise Cortes. To reach our program
today or to open a conversation withElise, send an email to Elise A.
Lise at elisecortes dot com. Nowback to Working on Purpose. Thank
(36:52):
you for staying with us, andwelcome back to the Working on Purpose program.
I am your host, doctor EliseCortes. I mentioned in the last
break about my lad's book coming out, The Great Vitalization. What I did
for you is I put a threepage downloadable assessment on my website for you
so you can you can download thatand then look to the extent to which
your company's culture is currently designed tobe able to meet the needs of today's
(37:12):
workforce. The other thing about thatparticular documentary is it will help give you
an idea a roadmap to creating theculture that is required of today's workforce.
So you can find it at gustodeshnowdot com if you are just now joining
us. My guest is doctor JoeyFassett. He is the author of Work
Positive and a Negative World Team edition. So let's have a little fun here
at doctor Joey here. Not thatwe haven't been having fun so far,
(37:37):
but I just wanted to vote thislast bit here too, you know,
letting us kind of riff and talkabout some of your more favorite aspects of
creating a positive work culture. Wherewould you like to start? Uh?
Wow, Let's start with the believecore practice, which after perceive and conceived,
because then believe is like the fullchrome that perceive and conceive and then
(38:02):
on the other side achieve and receive. Turn on. Emotional engagement with work
is of supreme importance. I thinkback into our existential journeys. I think
existentially it's of supreme importance for us. So it's this alignment of individual purpose
(38:23):
with company purpose, with individual passionwith company mission. And so when that
alignment occurs, at least it's it'sjust simply magical. It is unbelievable.
The company becomes unstoppable. Now,we measure for engagement so often, right,
(38:44):
and so when we pay attention tomy emotional connection with my work right
here in the gut, right,it's it's it's showtime. I mean,
you are off the races now.I mean it is like the ights are
on, the NBA announcer has welcomedyou to the finals. It's time to
(39:05):
take a shot. And that's that'sthe real jazz for me because when that
happens, then families are happier,right, Communities become happier. I want
to give back into my community,which is a received core practice. I'm
achieving greater results, which means I'mmore productive than I ever have been before.
So that believe core practice is thereal point of the where the fulcrum
(39:30):
is. For me, that's thejazz because that's when the whole thing gets
energized, and so innovation, creativity, the kinds of things that are true
competitive advantages and company cultures happen.That's when you see your operating income go
up by nineteen percent, your revenuegrowth year up to twenty eight percent,
(39:50):
and that gets the cfo's attention.When you start, you start using those
numbers. Right, Yeah, Ilove that. That's so great. Yeahtional
connection piece is so so important.I just it breaks my heart. I
remember one of the stories I liketo tell is I belong to a gym,
which I don't belong to anymore,but I come in on Monday at
like five five through the morning.I say hey, Stephen, good morning,
(40:13):
how's it going, And without exception, his response was always is it
Friday yet? Wow? And mythinking is, you know, we have
one precious life and we do notknow when the exit ramp is coming,
and we are literally, you know, waiting for just the weekend come so
we can begin our lives. It'ssuch a waste of a precious life.
So yes, the emotional connection isso so so important. So I love
(40:37):
that. Tell talk to me moreabout other practices that you especially are fired
up about that you really like tohelp companies infuse in their culture. By
the way, both of us enjoyhelping create company cultures where people look forward
to Monday as much as Friday,absolutely right, right right, and the
(40:59):
people they work with. And soI guess the jazz for me is one
that I mentioned just a moment ago, and that is people will surprise themselves
by the results they're able to achieve. And I love watching that transformation.
It's like a mustard seed kind ofexperience. You know, you've got to
(41:21):
do like that, asking is itFriday yet? Right, just watching him
discover something within himself, and thecompany is nurturing and supporting that growth.
And I know this sounds squishy,I know it sounds woo woo, but
it is for real because that purposeand passion individually is getting connected with the
company purpose and passion right purpose andmission. And when that happens, you
(41:45):
literally literally need to stand back becauseyou're going to launch and the trajectory is
going to be straight up, andthen the company's going to experience Hockey state
growth and the world becomes a betterplace because yes, are enhanced, communities
are enhanced, and we have Idon't want to go too deep into this,
(42:08):
but I'll just say this and run. We have allowed the negativity to
rule long enough. Yes, Andthe great joy de vivra that we can
all experience is in what I'm calling, much like your great revitalization, I'm
(42:29):
calling the great redefinition of work.Yeah, where that purpose and passion can
be kindled, fanned into a flameand amazingly just create light and warmth in
every single community. And it canhappen. We just have to be more
intentional about it. That's the worldI want to live in, doctor Joe,
(42:52):
and help co create. So you'reright, we are both of us
working in similar ores, each ofus rowing the boat here, if you
will. But one of the thingsI always like to say to that end
in that regard is I really firmlybelieve I was raised by farmers who believe
that work was a way of life. It wasn't something you had to do,
it was the way that you lived. And so for me, I'm
(43:14):
out to really help more people toexperience work as their magical, mystical playground
where they can realize their potential,where they do things they never believe they
that were they thought were possible forthemselves, and they're even dazzled by their
own their own accomplishments and their owncontributions brilliant, their own brilliance. And
but that gets catalyzed by the worldof work in a way that many other
(43:37):
aspects of our life can't do,including even just you know, beautiful loved
ones and relationships. Work is sucha catalyzing agent. Now it can be
a terribly negative catalyzing agent, butit can also be so incredibly such a
growth catalyst. And of course thatis what I think. Both you and
I are really gloming onto and wantingto champion. Oh we are, at
(44:01):
least you know, both you andI love our families. I love hearing
you talk about your daughter. Youtolerate all the stories about my granddaughter,
and I appreciate it. Not thatI tell them all the time. By
the way, I have five ninetytwo pictures since we last spoke to see
them. So little girl, that'swhat we call my granddaughter. A little
(44:28):
girl turned four a month or soago, and just immediately prior to the
run up on our birthday, wewere having a conversation and she loves playing
with Pops, and so we wereplaying together, and then I went,
oh, I have a meeting togo to and I need to spend a
few minutes getting ready for it.Pops has to go to work. Let
me kiss you, and so wehugged and kissed, and in her embrace,
(44:52):
she looks me in the eye andsays, why do you go to
work. Now. In that moment, there was this pregnant pause, right
because I knew what I was aboutto say was really important, because I
was going to be creating a mentaltypology, yes, for regarding work.
(45:17):
I looked at her and I said, Pops loves helping people. That's why
I work home run doctor Joey.Well, thanks, I appreciate that,
but it was a studied response,right. So recently she was going to
(45:38):
go to the beach with her momand dad, our daughter and son in
law, and we were walking downto feed one of our horses, and
we were walking hand in hand becauseshe loves holding hands. And I said,
little girl, you're going to begone four whole days. I'm going
to miss you. What am Igoing to do? I know? Over
(45:59):
walking and she says, well,Pops, you can play with my toys
if you want to. Now understand, for her, playing with play is
her work, right, That's whatshe does. She develops mentally, physically,
emotionally by playing. She heard whatI said about helping others through work,
(46:22):
and she was helping me by offeringme her work environment. I could
play with her toys if I wantedto, So, you know, when
she got back and she jumped upin my arms. You know what I
told her, Thanks for letting meplay with your toys. I had fun.
That's so beautiful. And by theway, listeners and viewers, one
of the things that makes doctor Joeyreally outstanding as an author and as a
(46:44):
teacher is his whole book is reallyhe teaches through story. So the whole
entire book is beautiful stories about hislife and his family and his connection and
that's how he illustrates his points.So it's an incredibly relatable world. So
just have to give a shout outfor that dark joy. It is really
very distinguishing. How you do that? Mm? Thanks? Well, I
(47:07):
know that most people don't read pastthe third chapter of a book. Yeah,
I know. It's just better notto hear that after we've worked hard.
Ton't just don't tell you that rightnow, I'm working on another one.
Don't don't tell me. Really,I'm working on another one too.
But it's like telling a mother hernewborn is ugly, right, yeah,
(47:28):
stop growing it? Yeah, well, I got to do that. But
I'm determined to write a book thatpeople would read past the third chapter and
stories engage us because I see mystory, you know in your stories,
and you see your story in mystories. They're memorable that way too.
They're sticky, so there really areporch experience, that's all. Yeah,
(47:50):
we've already amazed. We got tothe end of the show already. Doctor.
It goes by so fast. Youknow that the show is listening to
by people around the world. Andwhat they were out to do either individually,
is they want to increase their enjoymentand fulfillment within their work, and
they want to also be part ofhelping create a workplace that they're proud of,
that they can grow into their heartpotential and give their best. What
(48:12):
would you like to leave them withtoday? Oh? Wow, can I
give you a gift for listening?That would do me a world for sure.
You bet the received for thirty secondsif you would. Yeah, all
right, we learned to say thankyou to others, so thank you for
listening. Today. Go to workpositive dot today and there's a free course
called something to talk About. It'sa meaning course. Help yourself to it.
(48:35):
Enjoy it. Talk about something unfamiliarat work, and that is how
much you love your work. Thatis a beautiful way to finish giving a
gift, Doctor Joy, Thank you. I really enjoy being connected to you.
We've now been connected for a bitand I love your work, reading
your work, talking with you aboutit that each of us have important work
to do. So thank you forsharing your wisdom, your heart, your
(48:59):
grace on working on purpose. Thankyou, thank you. I'm humbled to
be here. Thank you so much. So welcome listeners inview. Is you
are going to want to learn moreabout this remarkable man, doctor Joey Fawcett,
the work that he does transforming companiesfrom a negative Kevin culture to a
positive work culture that increases productivity andprofits, his books and podcasts, So
(49:20):
you should go ahead and head onover to that site you mentioned, it's
work positive dot Today. Last week, if you missed the live show,
you can always catch it be arecorded podcast. We were on the air
with doctor Raj Sosodia talking about hislatest book, which is number sixteen.
It's called Awaken, The Path toPurpose, Inner Peace and Healing. It
was an incredible honor to have himback on and have him share so deeply
(49:43):
and openly and vulnerably about his lifeand all he went through to become who
he is today. It was reallyincredible. I dare say you will laugh,
you will cry, and you willbe inspired by the interview in his
book. Next week we'll be onthe Earth Darren Tolly talking about his book
Live Your Possible. Ignite your happy, authentic self and live a fulfilling life
where to enjoy inclusion, love andpossibilities. Sounds pretty good. Yeah,
(50:07):
see you there, and remember thatwork is the best, one of the
best adventers and means of realizing ourpotential and making the impact we crave.
So please, let's keep working andlooking for ways to work on purpose.
We hope you've enjoyed this week's program. Be sure to tune into Working on
Purpose featuring your host, doctor EliseCortes, each week on W four C.
(50:29):
Why Together, We'll create a worldwhere business operates conscientiously, leadership inspires
and passion performance, and employees arefulfilled in work that provides the meaning and
purpose they crave. See you there, Let's work on purpose.
The topics and opinions express in thefollowing show are solely those of the hosts
and their guests, and not thoseof W FOURCY Radio. It's employees are
affiliates. We make no recommendations orendorsements for radio show programs, services,
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questions or comments should be directed tothose show hosts. Thank you for choosing
(00:21):
W FOURCY Radio. What's Working onPurpose? Anyway? Each week we ponder
the answer to this question. Peopleache for meaning and purpose at work,
to contribute their talents passionately and knowtheir lives really matter. They crave being
part of an organization that inspires themand helps them grow into realizing their highest
(00:44):
potential. Business can be such aforce for good in the world, elevating
humanity. In our program, weprovide guidance and inspiration to help usher in
this world we all want Working onPurpose. Now, here's your host,
doctor Elise Cortez. Welcome back tothe Working and Purpose Program again. Thanks
(01:06):
for tuning back in. Great tohave you again. This show has been
brought to you with passion and pricesince February of twenty fifteen. Already I
am your host, doctor Elis Cortes, and if we've not met before,
I am an organizational psychologist and logotherapist, and I'm a speaker and an author.
And my team and I at Gustonow help companies to enliveen, and
fortify their operations and increase profitability byarticulating their purpose and building inspirational leaders and
(01:30):
cultures activated by meaning and purpose.Our mission is to help the companies we
serve created destination workplace where people flockto join, are intrinsically motivated to perform
at their best, can grow intothe fuller potential, and are committed to
stay and dynamically deliver on the company'smission, which translates to those higher profits.
You can learn more about us andnow we can work together at gustodashnow
(01:51):
dot com or my personal site Eliscortesdot com. Getting into today's program we
have with us today Doctor Joey Fawcett, who transform companies from a negative Kevin
culture to a positive work culture thatincreases productivity and profits. He is the
culture architect of the work Positive Frameworkcertified executive coach and best selling author of
Work Positive and a Negative World TeamEdition. His work has appeared on Wall
(02:15):
Street, Journal, Money at Journal, Money Watch, CNBC, Fox Business
News, Entrepreneur Media, and countlessother sites. He hosts the Work Positive
podcast, which I've been on.I'm happy to say he joins us today
from Danville, Virginia, Doctor JoeyA Hardy. Welcome to Working on Purpose.
I am delighted to work on purposewith you a lease. Thank you
(02:38):
so much. It's really wonderful totalk to a like soul, doctor Joey.
I really appreciate who you're being inthe world, and you know,
we have a lot of work todo, and this beautiful book that you
created as a is a wonderful contributionto that. Thank you for that.
And it's just chock full of allkinds of resources and QR codes to take
you to assessments and instruction and guide. So really well done, doctor Joy.
(03:01):
Thank you. That means a lotcoming from you, because you know
I'm a big fan of yours andlove your book and head you on the
Work Positive podcast, so it meansa lot. Thank you. Thank you
well. So I love stories,as I know you do too, and
I think we both agree that reallygood leaders tend to be good storytellers.
(03:22):
So we have to start this podcastyour conversation about you sharing this wonderful story
that you share in your book aboutnine year old doctor Joy and the boy
that really set us off, sethimself off on this journey that he's on
today. Tell us that story ifyou would. Well, that cute little
nine year old kid had a lotmore hair than I have today, at
(03:43):
least. Well. I come froma long line of entrepreneurs, primarily in
agribusiness. My mother's parents were formativein my early life. My grandfather and
grandmother ran a country store, raisedtobacco, milked about eighty dairy cows twice
(04:05):
a day, raised corn for them, and all like that. So I
just thought everybody woke up when thesun did and ate three big meals a
day because you were working hard,and then fell into bed after dark and
got up and did it all overagain the next day. But there was
a purpose to it all, andfamily was very important. So here I
(04:28):
am a nine year old little boy, and I decide that it's time for
me to make my way in theworld. So I did what most nine
year old little boys do. Iborrowed a lawn more I don't even remember
whose it was. My dad hadhad our lawn moan, but I borrowed
the neighbor's lawnmower and started mowing lawns. I got about halfway through at the
front yard of somebody's lawn the leaseand started sneezing and coughing and coughing and
(04:54):
sneezing. And I had asthma,and I had taken allergy shots since I
was a two year old, backwhen they first invented allergy Shoon's right.
And so I got to coughing andsneeze this so much that I could no
longer finish became sick. After that, they discovered out a viral infection in
my lungs. My asthma was triggeredby that. Wound up at Duke University's
(05:17):
Medical Center, as it turns out, one of the foremost pediatric asthma allergists
in the world. So talk aboutbeing in the right place at the right
time, right But one particular night, I remember the I was coughing incessantly,
literally couldn't catch my breath. Mymother slept on the floor beside my
(05:39):
bed, literally because my complexion wasgreenish blue, and it was just a
pivotal moment, shall we say.I get emotional even now just thinking about
it. But it was one ofthose make or break times. In other
words, if Joey makes it throughthe night, then we stand to chance.
That's what the intern is told Mom. So I remember Mom on her
(06:02):
knees beside my bed, reaching upunderneath the mis tent and looking in the
eyes as I coughed, and said, Joey, I'm positive you're going to
make it. I wasn't really sureI was going to make it until that
moment. And when someone is significantas your mother in a nine year old
boy's life right speaks truth to youlike that, you just latch onto it
(06:27):
because it was the only hope Ihad. So I made it through the
night. The next morning, doctorD's came through, removed the medication that
was in the mis tent with afew choice words to her interness who had
called on us during the night,and I recovered, and I just kept
getting stronger and stronger, stronger,and my mom's words ring in my ear,
Joey, I'm positive you're going tomake it. I didn't try to
(06:47):
mow lawns when I got back home, but I did come back home and
discover in my mailbox a big brownenvelope by nine to twelve from the Sales
Leadership Club. Now this was aone hundred years ago. It was a
big deal back then to get aninscribed Christmas card. That is, your
name, your family's name was printedinside the Christmas card. Now that's a
(07:09):
big deal. If you get one, it's handwritten, because everybody's sending you
something, right, it's already inscribed. So I said, well, hey,
I can't my lawns, but Ican do this. So I began
going door to door in August ineastern North Carolina one hundred degrees on hundred
percent of medical showing people pictures ofChristmas cards, well, the actual Christmas
cards inside my handy dandy catalog.See I can show them to you.
(07:30):
Now it's like a nine year oldban of white, I guess. And
there was Frosty and Rudolph and allthe other Christmas type characters on these Christmas
cards. And I was asking peoplehow many boxes they wanted to buy,
And so I just kept doing thateverybody that I ran into, and I
got a telescope. Now I understand. When I was a nine year old
(07:51):
boy, Neil Armstrong landed on theMoon July twentyteen, sixty nine. That's
why I wanted a telescope east becauseI wanted to see if I could see
Neil Armstrong see the landing. Yeah, yeah, that's right. I got
a cassette recorder, which was newVOD technology then, and then the Coup
de Grass was a three speed bike, which was the most speed you could
(08:15):
buy back then. And so Ilearned then that positive mindset makes all the
differences in the world and allows youto recover from any adversity, even those
that threaten death, and you canmove forward to live into your best life
and to even do a little workon purpose. Wow, and you got
(08:35):
that at nine. You know,some of us have to wait until we're
you know, thirty nine, fortynine, fifty nine, sixty nine to
get that message. You know,so you got to kind of a leg
up on it. Doctor Joy.Well, when you when you're told that
you might not make it through thenight, at least, it tends to
rivet your attention on the things.Yeah, I suppose, so capture those
lessons, I suppose so well.I can certainly see, you know.
(08:58):
And that's one of the things Ilove about when I'm working with leaders and
sid organizations and really helping them understandtheir own individual purpose and how it aligns
with that of the organization. Alot of people do have these kinds of
stories, but they haven't really done, though, the work of really helping
themselves to understand why they're important andhow they inform their sense of self,
their identity and who they are andperhaps even their purpose. So I think
(09:20):
it's beautiful that fast forward just acouple of years that you have now threaded
that into everything that you do,and you know everything you know this whole
notion of work positive, and youand I both know, I mean that
whole that's just not so for somany people. So being obsessed with work
positive, especially in a world that'sconstantly complaining about work, got to be
(09:43):
an interesting place to be for you, m it is. It is a
very interesting place and one that defiestruth, I think, because the reality
is if you're healthy enough physically,mentally, emotionally, you spiritually to work,
that in itself is like a gimme. That's a huge opportunity for you
(10:07):
each and every day. So itis a bit of a mystery that people
would spend seventy percent of their wakinghours doing something they're miserable at. Man,
life is way too short to endurethat kind of misery every day,
and yet you and I both seeit day after day after day. Yeah.
(10:28):
I'm going to say two things tothat. So one, I want
to quote from your book, TheyWork Positive and a Negative World book.
You write in that book that sixtyseven to seventy five percent of the American
workers surveyed rate themselves as either dissatisfiedor very dissatisfied at work. It's a
huge number. It's an enormous number. Yeah, why do you suppose they
(10:50):
are willing to do that? Whyare they are they showing up every day?
And the short answer is they boxthemselves in a financial corner and therefore
have to work. Ioio, Sooff to work I go. We saw,
of course, we'll talk more aboutthis in a minute, but we
saw during the Great Resignation that peopleliterally discovered I can leave this job.
(11:16):
We're not talking career calling here atleast, we're talking job, and it's
disposable. So I can leave thisand go to another company and hope that
the culture in that company is better, or that I'll magically fall into a
place where I fit wonderfully. Itjust doesn't happen by chance. It takes
a high level of self awareness andemotional intelligence, the right questions. But
(11:39):
it is doable, right and youand I both have seen it. We
know we develop leaders who create thatkind of culture that can attract top talent,
that can reduce team turnover and actuallygrow people and profits. So why
do we do it? I guessit's short answers financi But the other answer,
(12:01):
literally, I think, is becausewe're just kicking the can down the
road. That work is miserable,and the more you suffer, the more
you brag about how many hours youwork in a week, the more you
talk about how many freaquent flyer milesyou have, how much you're away from
your family. It was almost abadge of honor from my generation as a
(12:22):
baby boomer. Now, fortunately theMillennials and then certainly gen z I figured
out that my generation had the highestdivorce rate of any previous generation, highest
addiction rates, alcohol pills, whateveryou want to name of any and we
have more kids in therapy. There'sanything wrong with being in therapy, please,
(12:43):
But the percentage of our children intherapy was higher than any previous generation.
So they saw what a trash heapwe'd made of life by just selling
our souls to the company store,and they're insisting we're not going to do
that. We're not going to dothat. Whereas my generation, if I
had to put on my calendar formy boss to see, you know,
(13:05):
therapist, I'm going to see doctorCortez at three o'clock, No, no,
I would never do that. However, gen Z puts it on there
and it's like, Okay, I'llbe gone for an hour. I'm going
to see my therapist. So kudosto them for understanding how to create a
healthier lifestyle for themselves and insisting thatthey do that. MM I love what
(13:28):
you have surfaced here at Doctor Joeythat I just kind of want to piggyback
off. I have so many peopleoftentimes really complain vehemently about the generation that
comes after them, and I havea different perspective about that. My perspective
is each generation makes us better asa human race. So I think your
rate, your your generation really helpedus embrace the idea of a of a
(13:52):
work ethic of you know, let'scommit to something, be in it for
the long haul. And you know, there's there's a trick. You know,
there's a payof for that. Youknow, lots of payoffs. There
are lots of good payoffs that happenedfor that in addition to what you forth.
I am the very end of thegen X generation, and we questioned
some things and we didn't put allof our faith in that whole basket,
(14:13):
and we kind of were looking forways to be able to optimize our own,
you know, our personal fulfillment aswell, which I think was a
nice good trade off for what youdid. And then Gen Y or millennials
come along and they're like, hangon a second, you guys, do
you know you don't really have towork sixty eighty hours a week. That
is nonsense, that's craziness. Youdon't need to do that. So they
(14:35):
pushed back on that and we went, huh, we don't. Yeah,
you're right, And then gen Zcomes along and they're like, listen,
guys, if this isn't meaningful andit's not attached to kind of a purpose,
I'm out. And I really Idon't belong in that culture, yeah,
right, And so I just feellike every generation has really helped steward
our consciousness and really our fullness asa human being. So I have we
(15:00):
eat great hope for gen Y andgen Z And of course that's part of
what I think both you and Iare doing, is helping to create cultures
that make them want to belong andgive their best and will make them feel
like they can absolutely and actually tohelp companies structure a culture in which belonging
and becoming are de facto. Right, yes, Well, on that note,
(15:22):
let's let our listeners and viewers takeour first break as they start to
digest some of the things that we'vetalked about. Here. I am your
host, doctor Elise Cortez. We'vebeen on the year with doctor Joey Fawcett,
who transforms companies from a negative Kevinculture to a positive work culture that
increases productivity and profits. Is theculture architect of the Work Positive Framework,
(15:43):
certified executive coach, podcast host,and author. We've been talking a bit
about his remarkable story that set himon his journey toward work positive. After
the break, we're going to getinto some of the main aspects of his
book and then talk about some ofthe areas that really call him around culture
with us. We'll be right back. Doctor Elise Cortes is a management consultant
(16:18):
specializing in meaning and purpose. Aninspirational speaker and author. She helps companies
visioneer for greater purpose among stakeholders anddevelop purpose inspired leadership and meaning infused cultures
that elevate fulfillment, performance, andcommitment within the workforce. To learn more
or to invite a lease to speakto your organization, please visit her at
elisecortes dot com. Let's talk abouthow to get your employees working on purpose.
(16:48):
This is working on Purpose with doctorElise Cortes. To reach our program
today or to open a conversation withElise, send an email to Alise A.
L Se at elisecortes dot com.Now back to working on purpose.
Thanks for staying with us, andwelcome back to working on Purpose. I
(17:10):
am your host, Doctor Elise Cortes. Like Joey, I am also dedicated
to helping create a word world wherepeople realize their potential at work and they're
led by inspirational leaders that help themfind and contribute their greatness. And we
do business at Betters the World.So I keep researching and writing my books.
My last one came out in Marchof twenty twenty three. It's called
The Great Revitalization, How activating meaningand purpose can radically enliven your business.
(17:33):
And what it's about is I amtrying to help you understand leaders and business
owners the lay of today's workforce land. What do they want and need from
you in order to give their best? So I lay that out in the
first half. The second half givesyou twenty two best practices to build into
your culture to give them what theywant. You can learn more about it
at my personal website at least Coortesdot com, or just pick it up
on Amazon if you are just nowjoining me. My guest is doctor Joey
(17:57):
Fawcett. He is the author ofWork Possible in a Negative World Team edition.
So before we get into just someof the kind of the structure of
your book, I really like howyou just lay out to five core practices.
Just curious. I'm sure you've beenasked this a million times, but
why do you think so many peopleare mired in such negative thinking? Little
(18:18):
set aside the idea that they're havingyou know, the miserable experience at work.
Why are we clinging to negative thinking? Because it's familiar, Okay,
and we love familiar thoughts. Wewill bring to the familiar even when it's
miserable. It's not that the olddog can't learn new tricks, it's that
(18:40):
the old dog has to unlearn theprevious tricks. Ye, So that familiarity
just cultivates it. And I'm nota neuroscientist. I'm not even the son
of a neuroscientist, nor have Iplayed one on TV, just saying,
but I have studied the brain abit, and about the third time of
fear or something similar to that circlesyour brain through your amigdalok your brain can
(19:04):
no longer distinguish between the falsehood ofthat fear, the fact that that fear
has yet to happen, and areality that has occurred, So that fear
maskerades as reality. It becomes yourreality, and so you nurture it and
nourish it and are convinced that it'strue. I refer to that is not
(19:25):
falling down the rabbit hole with police, but with Alice, right, And
so you just go deeper and deeperdown into that hole and you convince yourself
that this fear is now your reality. Whereas it takes a little bit more
work to accept something that's unfamiliar andit doesn't fit in a file folder in
(19:45):
my brain. I've got to finda new file folder in my brain for
it to fit in, or createone, and so that takes a little
bit of work. I don't knowwhether our brains are super efficient or lazy.
The outcomes the same. I welcomefamiliar thoughts when I meet you,
when I see you, when I'min a situation, I immediately look for
(20:06):
familiar points of reference. If itfits, that's great. If it doesn't,
I'm pushing it back and I'm justnot going to live there. So
we become mired down in that negativity, and mired is correct work because it's
familiar. Then we choose context thatreinforce that negativity. We could spend the
rest of the show talking about pushmedia, and it's a fact they're in
(20:33):
business to monetize negativity, right,and their mantra is if it bleeds,
it leads, And so every newscaststarts off with the absolute worst thing that
could happen that day, and ifit wasn't in your community. At least
it's somewhere in another community. Sothey're going to import it, bring it
right into your community as if ithappened in yours. So don't despair.
(20:56):
If nothing nobody got murdered in yourcommunity, somebody did in another community.
We're going to bring that right toyour dining room table and help get heartburning
indigestion. And we willingly turn thison. We start our days with it,
and don't tell me it's just backgroundnoise. It is marinating your brain
and negativity, so that by thetime you get let's say, whether you're
(21:18):
walking downstairs to your remote office oryou're going to an office building, your
brain is so marinated in that negativity, productivity, engagement, all the things
that you and I help companies establish. It's like a fortress mentality. You've
got to break through negativity first,and that's a lot of heavy lifting to
start your workday. That was afantastic answer, and I didn't even expect
(21:44):
most of that. Thank you,doctor Joey. I was worth the price
of a mission right there. Okay, now we got to listen to podcast,
right right, Well, I learnedall kinds of amazing things on podcasts,
and it's my own, so wehave to. I'm going to feel
back one word that you used inthat and before let me just kind of
set this up. I have afantastic spiritual and leadership guru. He is
(22:10):
doctor Lance Secreton. He's written Idon't know, twenty six twenty eight books
or whatever. One of the latestReawakening the Human Spirit, which I'm reading.
So going through his program, I'malways learning myself, always looking to
learn so I can be of higherservice to my clients. Just before I
got on with you, I wasreading a bit from one of his chapters
in which he also talks about theimportance the criticality of unlearning. So let's
(22:33):
talk about it. What does unlearningentail? How do we actually achieve unlearning?
So often assume because we've had anexperience that that experience is formative.
It is, it's determinative and formative. In other words, my identity is
(22:56):
wrapped up in that experience when actuallywe a is conscious human beings right can
choose to interpret an experience in anymanner that we choose. So doctor Peel,
in nineteen fifty two wrote this littlebook called the Power of Positive Thinking
and in it. He says,within every adversity lies the seeds of opportunity.
(23:22):
So the choice is ours. Yourbrain is like a muscle. You
can develop muscle memory with your brain. So do I choose to focus on
the adversity, the storm, thecircumstances that's around me that make me feel
like I'm out of control, thatI have no control, that I'm a
victim, or do I choose tosearch for the opportunity within that? And
(23:44):
in a work environment, competitive advantageis everything. So having persons who have
that positive mindset and are digging forthe opportunities then becomes your competitive advantage economically
as well as attracting talent, reducingteam turnover. So you want to unlearn
(24:06):
ways, let me typify very quickly, growth versus fixed mindset, right,
Carol, it's it's that kind ofthing. I want to grow through these
experiences or am I going to entrenchand continue to see myself in a victimology?
Because you see what you look for, right And since I see what
I look for, then it's aself fulfilling prophecy. At that point,
(24:29):
if I can, as I puton a new settle lenses, a new
filter, then I can find theopportunities within the seeds of adverts, the
seeds of opportunity within the adversity.M Oh, I love that dog,
Jerry, thank you. I cansay for me, how I also think
about that just in my own world, I have we I guess most of
(24:51):
us have a default response. Ifsomething happens in our default is with this
is what we do in fault partright. Part of the way that I
that I have approached on learning formyself is examining what is my default whenever
I possibly can, I have tosort of intervene in that to do that,
and then looking for a different waythat can respond that maybe is different
or maybe it's I think it mightproduce a higher result or something. And
(25:15):
so decoupling from that automatic response Ifeel like as part of learning, Oh,
definitely decoupling from it. Now that'shard work because it's at such a
deep level. For most of us, it's at a subconscious dare I say
spiritual level for us even that itjust becomes a part of our self identity.
So there is something without getting tooexistential here, there is something about
(25:40):
putting yourself up for grabs, beingtransparent with someone else, authentic with someone
else, listening to yourself and justgaining that self awareness. One of the
ways we do that in companies isthrough a three sixty review, and we
use a narrative as opposed to asurvey monkey process. Nothing wrong with survey
Monkey. No monkeys were damaged inthe recording of this butt right, good
(26:00):
right. But I work with theclient to discover who are the five to
seven people whose opinions you value.I work with a client to determine those
five to seven questions that we're goingto ask them. So you've got buy
in automatically from people that you valueand they sure. I give some categories,
classifications, you know, we wantsome of the reports to use somebody
(26:21):
you report to those kinds of things, but we've got buy in. There's
an openness to listening to that.Are you vulnerable yes, Is it authentic
yes? Is it personal? Ofcourse, but not something to be taken
personally, because we want to beon that growth trajectory which allows us to
uncouple from certain patterns of behaviors thatwe become aware of as the mirrors held
(26:42):
up and then we grow through that. Now it takes a very very supportive
work environment and an investment in theleadership development of people in order for that
to happen. I love this,doctor Joey. You can go access to
as far as you want that.I'm down with that. So we tend
(27:03):
to venture on this on this podcastlike that. So that works for me
well, purposes wrapped up in selfidentity and who we see ourselves as and
definitely the existential piece big time.So where I want to go next,
because I want to set it upfor the rest of our interaction and dialogue
here is for listeners and viewers whohaven't actually picked up your book and read
(27:26):
it, I want to just showcasethat you Your book centers around five core
practices want is perceive, conceive,believe, achieve, receive, and so
I just that's beautiful. I lovethat whole way of being able to categorize
something. So could you just sortof speak to why those are such core
practices for you in creating a positiveculture. And then as we go on,
(27:48):
I want to just let us talkabout the things that relative to culture
that are really most important and callingon you. Mm. Thanks. I
appreciate that those those five core practicesrhymes. So when I'm standing on a
platform front of twelve hundred people.My brain doesn't sit down, So I'm
right. It works, Yes,well, it does well. More to
(28:10):
the point, it makes it easyfor people to remember. I discovered these
five core practices when the Great Recessionwas going on. And during the Great
Recession, my wife looked at meone day and said, honey, aren't
you supposed to be traveling? Itwasn't for she was glad to have me,
but she knew I wrote a cashcow every time I went outtown.
(28:33):
So I told her the cashcow Ihad been slaughtered. So there was no
training and development money out there.So that was my wake up called.
I had to decouple from oh woeis me? What am I going to
do? There's a great recession too? How can I find the seeds of
opportunity in this adversity? So BEcame doing research into a period of economic
(28:57):
history, not just in our countrybut around the world that I heard my
grandparents talking about, and that wasthe Great Depression, back when depression was
an economic rather than simply a medicalterm. And I said, somebody,
Sorry, I mean to laugh atthat, but it was funny that I
(29:19):
said, somebody must have started acompany or done something significant economically in and
around the Great Depression? Who arethey? And more to the point,
what were they doing? And howcan I do what they were doing?
(29:40):
So I began my research and Idiscovered some amazing people and that's where these
five core practices came from. SoI like to say that the work positive
culture starts and stops in your head, and it goes back to that positive
mindset we were talking about a momentago. It goes back to fixed versus
growth mindsets. You literally see whatyou look for, and this is the
(30:02):
perceived core practice. And what doesthe word perceive intentionally? Because your reality
is what you perceive it to be, then you manifest that reality that you
perceive. So since you see whatyou look for, you want to focus
on the positive and filter out thenegative. This is not some Jedi ninja
(30:23):
mind trick or something, because badthings do happen to good people, right
There is something negative that goes on. Economic conditions like the Great Recession happen
and we choose how to respond tothose, or we choose to react to
them. So, since you seewhat you look for, you want to
focus on the positive and filter outthe negative. There are lots of tactics
(30:45):
and techniques we teach, like theGratitude Diary, like the morning routine,
starts your morning, starts your day, the work positive way. There's just
all kinds of things that support that. So what we're after here is a
company culture that wreck recognizes the powerof the mind and empowers teams and employees,
(31:07):
but particularly leaders to inspire, yeseveryone to look for to hold up.
Here's something positive someone did this week. Here's something great that happened in
the company. And it's that inspirationthat generates hope, and that's what people
are looking for, especially we're backto generation especially gen Z, begging for
(31:30):
hope, and so they're provided thathope. It helps them focus on the
positive and to filter out the negative. So you can yes, this happened,
and yes this happened, but andyou're constantly holding up those seeds of
opportunity. Now, it's not somePollyanna Ambi pamby squishy kind of trick.
(31:53):
It's literally, and you have todig harder some days than others. It's
literally focusing on the po and thatsets your mind in a positive way for
the perceived core practice. Now,what happens is that let's say you start
vibrating on that positive wavelength, right, You're training your brain to focus on
(32:14):
the positive, filter out the negative. Not everyone around you is going to
be doing that. Amazing, isn'tit. And you're suddenly going to see
these people in a different light.And this is where the conceived core practice
comes in the relationships, whether it'swithin teams or with clients or customers,
vendors and suppliers, between leader orboss and employees, frontline people, all
(32:40):
of these things really matter a lot, and conceive is all about focusing on
the positive people. You're not necessarilyputting yourself in an echo chamber as such.
There's a huge amount of realism inthis. It's just again you're choosing
your reality. Jim Rohn, myfavorite business philosopher, was fund saying that
(33:00):
you're the average of the five personswith whom you spend the most time.
Completely agree. The Framingham Heart study, you know, proved time after time
after time that if you hang outwith people with certain habits, you adopt
those habits as your own. Eatingwas one of the first ones that they
saw. Because that affects cholesterol,which affects heart disease. We become like
(33:23):
the persons with whom we associate themost, I call negative people. So
the key here is to deal withnegative people without becoming one yourself, because
inevitably there's going to be a discrownedcustomer, client, somebody on the team
who doesn't quite get it. Andso I've created a euphemism of e or
(33:45):
vampires for these negative people er becauseI simply love the Winning the Pooh series,
and because I really see it asa team meeting when Pooh and Piglet
and my favorite Ti doublego or gettogether, right and they're planning the perfect
play day for Christopher Robin and thenalong comes are and what does he say?
(34:07):
It'll never work? Right? Soevery one of us have been on
a team that has someone who saysthat'll never work. We tried that back
in nineteen sixty three. Didn't workthe right right, Vampires, Because if
we could just leave or at work, that would be cool. But you
can't, because when you go homeand you're with the people that you love
(34:29):
and you're trying to do the thingsthat you love with the people you love,
guess who's in the back of yourmind sucking time and energy and attention.
Totally, It's that you are vampire, so you are Morson too,
a vampire when the sun gets down. So it's highly, highly critical that
you choose your top five to bepersons who are perceiving so that you can
(34:51):
conceive at work. Yep, yes, Oh my gosh, Doctor Joy,
that was so beautiful. I loveyou and I we can't plead each other's
sentences, but we won't do thatwell, so we'll remain independent. But
let's let our listeners of yours podcastand we can do it. Absolutely,
Yeah, absolutely, I think that'dbe really fun. Let's let them marinating
(35:12):
what you just shared there. Iam your host, Doctor Elis Cortez,
who got on the air with doctorJoy Faucet, who transforms companies from a
negative Kevin culture to a positive workculture that increases productivity and profits. He
is the culture architect of the WorkPositive Framework, Certified executive coach, podcast
host, and author. We've beentalking a bit about mindset negative versus positive
(35:35):
and his core practices. After therank, we're going to just devote that
time period to talking about some waysthat we can build a positive culture.
Stay with us, we'll be rightback. Doctor Elise Cortes is a management
(36:00):
consultant specializing in meaning and purpose.An inspirational speaker and author, she helps
companies visioneer for greater purpose among stakeholdersand develop purpose inspired leadership and meaning infused
cultures that elevate fulfillment, performance,and commitment within the workforce. To learn
more or to invite Elise to speakto your organization, please visit her at
(36:21):
elisecortes dot com. Let's talk abouthow to get your employees working on purpose.
This is Working on Purpose with doctorElise Cortes. To reach our program
today or to open a conversation withElise, send an email to Elise A.
Lise at elisecortes dot com. Nowback to Working on Purpose. Thank
(36:52):
you for staying with us, andwelcome back to the Working on Purpose program.
I am your host, doctor EliseCortes. I mentioned in the last
break about my lad's book coming out, The Great Vitalization. What I did
for you is I put a threepage downloadable assessment on my website for you
so you can you can download thatand then look to the extent to which
your company's culture is currently designed tobe able to meet the needs of today's
(37:12):
workforce. The other thing about thatparticular documentary is it will help give you
an idea a roadmap to creating theculture that is required of today's workforce.
So you can find it at gustodeshnowdot com if you are just now joining
us. My guest is doctor JoeyFassett. He is the author of Work
Positive and a Negative World Team edition. So let's have a little fun here
at doctor Joey here. Not thatwe haven't been having fun so far,
(37:37):
but I just wanted to vote thislast bit here too, you know,
letting us kind of riff and talkabout some of your more favorite aspects of
creating a positive work culture. Wherewould you like to start? Uh?
Wow, Let's start with the believecore practice, which after perceive and conceived,
because then believe is like the fullchrome that perceive and conceive and then
(38:02):
on the other side achieve and receive. Turn on. Emotional engagement with work
is of supreme importance. I thinkback into our existential journeys. I think
existentially it's of supreme importance for us. So it's this alignment of individual purpose
(38:23):
with company purpose, with individual passionwith company mission. And so when that
alignment occurs, at least it's it'sjust simply magical. It is unbelievable.
The company becomes unstoppable. Now,we measure for engagement so often, right,
(38:44):
and so when we pay attention tomy emotional connection with my work right
here in the gut, right,it's it's it's showtime. I mean,
you are off the races now.I mean it is like the ights are
on, the NBA announcer has welcomedyou to the finals. It's time to
(39:05):
take a shot. And that's that'sthe real jazz for me because when that
happens, then families are happier,right, Communities become happier. I want
to give back into my community,which is a received core practice. I'm
achieving greater results, which means I'mmore productive than I ever have been before.
So that believe core practice is thereal point of the where the fulcrum
(39:30):
is. For me, that's thejazz because that's when the whole thing gets
energized, and so innovation, creativity, the kinds of things that are true
competitive advantages and company cultures happen.That's when you see your operating income go
up by nineteen percent, your revenuegrowth year up to twenty eight percent,
(39:50):
and that gets the cfo's attention.When you start, you start using those
numbers. Right, Yeah, Ilove that. That's so great. Yeahtional
connection piece is so so important.I just it breaks my heart. I
remember one of the stories I liketo tell is I belong to a gym,
which I don't belong to anymore,but I come in on Monday at
like five five through the morning.I say hey, Stephen, good morning,
(40:13):
how's it going, And without exception, his response was always is it
Friday yet? Wow? And mythinking is, you know, we have
one precious life and we do notknow when the exit ramp is coming,
and we are literally, you know, waiting for just the weekend come so
we can begin our lives. It'ssuch a waste of a precious life.
So yes, the emotional connection isso so so important. So I love
(40:37):
that. Tell talk to me moreabout other practices that you especially are fired
up about that you really like tohelp companies infuse in their culture. By
the way, both of us enjoyhelping create company cultures where people look forward
to Monday as much as Friday,absolutely right, right right, and the
(40:59):
people they work with. And soI guess the jazz for me is one
that I mentioned just a moment ago, and that is people will surprise themselves
by the results they're able to achieve. And I love watching that transformation.
It's like a mustard seed kind ofexperience. You know, you've got to
(41:21):
do like that, asking is itFriday yet? Right, just watching him
discover something within himself, and thecompany is nurturing and supporting that growth.
And I know this sounds squishy,I know it sounds woo woo, but
it is for real because that purposeand passion individually is getting connected with the
company purpose and passion right purpose andmission. And when that happens, you
(41:45):
literally literally need to stand back becauseyou're going to launch and the trajectory is
going to be straight up, andthen the company's going to experience Hockey state
growth and the world becomes a betterplace because yes, are enhanced, communities
are enhanced, and we have Idon't want to go too deep into this,
(42:08):
but I'll just say this and run. We have allowed the negativity to
rule long enough. Yes, Andthe great joy de vivra that we can
all experience is in what I'm calling, much like your great revitalization, I'm
(42:29):
calling the great redefinition of work.Yeah, where that purpose and passion can
be kindled, fanned into a flameand amazingly just create light and warmth in
every single community. And it canhappen. We just have to be more
intentional about it. That's the worldI want to live in, doctor Joe,
(42:52):
and help co create. So you'reright, we are both of us
working in similar ores, each ofus rowing the boat here, if you
will. But one of the thingsI always like to say to that end
in that regard is I really firmlybelieve I was raised by farmers who believe
that work was a way of life. It wasn't something you had to do,
it was the way that you lived. And so for me, I'm
(43:14):
out to really help more people toexperience work as their magical, mystical playground
where they can realize their potential,where they do things they never believe they
that were they thought were possible forthemselves, and they're even dazzled by their
own their own accomplishments and their owncontributions brilliant, their own brilliance. And
but that gets catalyzed by the worldof work in a way that many other
(43:37):
aspects of our life can't do,including even just you know, beautiful loved
ones and relationships. Work is sucha catalyzing agent. Now it can be
a terribly negative catalyzing agent, butit can also be so incredibly such a
growth catalyst. And of course thatis what I think. Both you and
I are really gloming onto and wantingto champion. Oh we are, at
(44:01):
least you know, both you andI love our families. I love hearing
you talk about your daughter. Youtolerate all the stories about my granddaughter,
and I appreciate it. Not thatI tell them all the time. By
the way, I have five ninetytwo pictures since we last spoke to see
them. So little girl, that'swhat we call my granddaughter. A little
(44:28):
girl turned four a month or soago, and just immediately prior to the
run up on our birthday, wewere having a conversation and she loves playing
with Pops, and so we wereplaying together, and then I went,
oh, I have a meeting togo to and I need to spend a
few minutes getting ready for it.Pops has to go to work. Let
me kiss you, and so wehugged and kissed, and in her embrace,
(44:52):
she looks me in the eye andsays, why do you go to
work. Now. In that moment, there was this pregnant pause, right
because I knew what I was aboutto say was really important, because I
was going to be creating a mentaltypology, yes, for regarding work.
(45:17):
I looked at her and I said, Pops loves helping people. That's why
I work home run doctor Joey.Well, thanks, I appreciate that,
but it was a studied response,right. So recently she was going to
(45:38):
go to the beach with her momand dad, our daughter and son in
law, and we were walking downto feed one of our horses, and
we were walking hand in hand becauseshe loves holding hands. And I said,
little girl, you're going to begone four whole days. I'm going
to miss you. What am Igoing to do? I know? Over
(45:59):
walking and she says, well,Pops, you can play with my toys
if you want to. Now understand, for her, playing with play is
her work, right, That's whatshe does. She develops mentally, physically,
emotionally by playing. She heard whatI said about helping others through work,
(46:22):
and she was helping me by offeringme her work environment. I could
play with her toys if I wantedto, So, you know, when
she got back and she jumped upin my arms. You know what I
told her, Thanks for letting meplay with your toys. I had fun.
That's so beautiful. And by theway, listeners and viewers, one
of the things that makes doctor Joeyreally outstanding as an author and as a
(46:44):
teacher is his whole book is reallyhe teaches through story. So the whole
entire book is beautiful stories about hislife and his family and his connection and
that's how he illustrates his points.So it's an incredibly relatable world. So
just have to give a shout outfor that dark joy. It is really
very distinguishing. How you do that? Mm? Thanks? Well, I
(47:07):
know that most people don't read pastthe third chapter of a book. Yeah,
I know. It's just better notto hear that after we've worked hard.
Ton't just don't tell you that rightnow, I'm working on another one.
Don't don't tell me. Really,I'm working on another one too.
But it's like telling a mother hernewborn is ugly, right, yeah,
(47:28):
stop growing it? Yeah, well, I got to do that. But
I'm determined to write a book thatpeople would read past the third chapter and
stories engage us because I see mystory, you know in your stories,
and you see your story in mystories. They're memorable that way too.
They're sticky, so there really areporch experience, that's all. Yeah,
(47:50):
we've already amazed. We got tothe end of the show already. Doctor.
It goes by so fast. Youknow that the show is listening to
by people around the world. Andwhat they were out to do either individually,
is they want to increase their enjoymentand fulfillment within their work, and
they want to also be part ofhelping create a workplace that they're proud of,
that they can grow into their heartpotential and give their best. What
(48:12):
would you like to leave them withtoday? Oh? Wow, can I
give you a gift for listening?That would do me a world for sure.
You bet the received for thirty secondsif you would. Yeah, all
right, we learned to say thankyou to others, so thank you for
listening. Today. Go to workpositive dot today and there's a free course
called something to talk About. It'sa meaning course. Help yourself to it.
(48:35):
Enjoy it. Talk about something unfamiliarat work, and that is how
much you love your work. Thatis a beautiful way to finish giving a
gift, Doctor Joy, Thank you. I really enjoy being connected to you.
We've now been connected for a bitand I love your work, reading
your work, talking with you aboutit that each of us have important work
to do. So thank you forsharing your wisdom, your heart, your
(48:59):
grace on working on purpose. Thankyou, thank you. I'm humbled to
be here. Thank you so much. So welcome listeners inview. Is you
are going to want to learn moreabout this remarkable man, doctor Joey Fawcett,
the work that he does transforming companiesfrom a negative Kevin culture to a
positive work culture that increases productivity andprofits, his books and podcasts, So
(49:20):
you should go ahead and head onover to that site you mentioned, it's
work positive dot Today. Last week, if you missed the live show,
you can always catch it be arecorded podcast. We were on the air
with doctor Raj Sosodia talking about hislatest book, which is number sixteen.
It's called Awaken, The Path toPurpose, Inner Peace and Healing. It
was an incredible honor to have himback on and have him share so deeply
(49:43):
and openly and vulnerably about his lifeand all he went through to become who
he is today. It was reallyincredible. I dare say you will laugh,
you will cry, and you willbe inspired by the interview in his
book. Next week we'll be onthe Earth Darren Tolly talking about his book
Live Your Possible. Ignite your happy, authentic self and live a fulfilling life
where to enjoy inclusion, love andpossibilities. Sounds pretty good. Yeah,
(50:07):
see you there, and remember thatwork is the best, one of the
best adventers and means of realizing ourpotential and making the impact we crave.
So please, let's keep working andlooking for ways to work on purpose.
We hope you've enjoyed this week's program. Be sure to tune into Working on
Purpose featuring your host, doctor EliseCortes, each week on W four C.
(50:29):
Why Together, We'll create a worldwhere business operates conscientiously, leadership inspires
and passion performance, and employees arefulfilled in work that provides the meaning and
purpose they crave. See you there, Let's work on purpose.
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