Unlock the keys to extraordinary personal and collective success with our special guest, Mark Hildebrand, co-creator of the Life and Performance Coaching Certification. Explore the powerful synergy of life and performance coaching as we uncover strategies to identify and overcome core challenges, setting a foundation for a culture of action and growth. Discover how to build environments—whether at home, in teams, or within professional networks—that not only foster productivity but also empower individuals to transform into the best versions of themselves. By creating a contagious atmosphere of performance, we can inspire others to share their success stories and multiply the impact of our coaching efforts.
Learn the art of cultivating a high-performance culture by focusing on positive actions that inspire and encourage repeated success. Mark and I delve into the benefits of recognizing achievements rather than dwelling on failures, creating an environment where leaders flourish and pressure is reduced. Interested in taking your coaching journey to the next level? Find out how joining the waitlist for our Life and Performance Coach Certification program can give you a firsthand experience of life coaching through a complimentary session with a master coach. Remember, everything you need to succeed is already within you, waiting to be unlocked. Tune in for insights that could revolutionize both your personal and professional life.
If you would like to learn more about working with Josh, and the Performance Coaching Certification, visit JoshCoats.com!
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Hello, what's up friends.
My name is Josh.
I'm your push coach.
Excited, excited, freakingexcited to have you listening to
this episode Today.
I got like a fun, fun littleworkshop for you.
So I run a program called the626.
And once a month we do more oflike a life coaching call.
(00:20):
So the group itself is morefocused on sales and marketing,
but once a month we really diveinto the life coaching side of
things, because everything Iteach and everything I do around
sales and marketing and evenleadership comes from the
psychology side of things that Ilearned from true life coaching
(00:40):
.
So today I got a special littleworkshop from my 626 program.
We're not going to give you thefull thing because first of all,
it's almost an hour long, butsecond of all, it was a paid
call for my clients.
But I want to give you thefirst 15 to 20 minutes of it
because I think it's soimportant for you to understand
a couple different things.
So in my specific program wehave merged together both true
(01:04):
life coaching and performancecoaching, and true life coaching
is the element of getting downto the root of the problem.
That's actually holding peopleback Too many times.
As mentors, we just want to tellpeople what to do and expect
them to do it, and while it'd besuper freaking cool if that
worked, it usually doesn't,because the people that we're
talking to have differentlimiting beliefs than us, they
(01:26):
have different stories than us,they have different backgrounds
than us.
So sometimes the things that weare doing naturally, others
aren't able to do as naturally,or sometimes we just forget how
much work we did to get to thepoint where we could do
something naturally, and so whatwe do is help people get down
to the root of the issue andthen from there, create like a
(01:47):
performance plan.
Okay, so today's call is alittle bit more about the
performance coaching side ofthings and how we create, using
psychology, a performance planthat gets people moving forward
and taking more action.
So today I'm going to give youa little sneak peek into this
call with Mark Hildebrand, whois the co-creator of my Life and
(02:07):
Performance CoachingCertification.
He also oversees our mastercoach team.
It's going to be so powerful.
You are going to absolutelyfreaking love this, so let's
dive in.
Speaker 2 (02:19):
All right.
So we're going to have a greatconversation here today.
We're going to talk a littlebit about what's called creating
a performance culture.
I want to really talk aboutthis topic because we've had
like many opportunities to diveinto the idea and philosophies
of life coaching.
Right, and really, when wethink about life coaching has a
lot to do with what's going oninside of our brain, but also
what's going on inside of thepeople that we lead and their
(02:40):
brains and how it convinces themto do things or not to do
things.
Right, and so how I like tothink about life coaching is
life coaching helps you get tothe root of what's actually
holding people back.
Right, it helps you diagnosewhat's actually going on, so,
instead of putting a bandaid ina broken arm, you can actually
help them repair and recover andshow up as the best versions of
(03:00):
themselves.
Right, but when we put togetherour certification, one of the
things that Josh and I talkedabout was, like we do want to
hit on the life coaching, butthere's this other aspect, and
it's an aspect that Josh reallybrings.
That's called performance-basedcoaching.
Okay, now, what?
Performance-based coaching hasa lot to do with how we can get
ourselves and get other peopleto take action.
So I'm curious, from a show ofhands, how many of you guys
(03:22):
would love to get people whetherit's on your team, whether it's
little humans we call kids,whether it's your spouse,
whether it's people in yourcareer like, how much more
excited would you be if you wereable to get them to take more
action, get more results andthen want to share what it is
that you're doing with them withthe world because you've
transformed their life?
That is, my friends, what we'regoing to lean into today in
(03:45):
terms of performance culture,because when we build this thing
called a performance culture,when we lean into the
performance coaching of lifecoaching, it's not by itself.
It still utilizes life coaching, and you're going to hear about
that today.
But did you know that when wehave an environment that we put
people into whether it'senvironment in our home,
environment on our teams,environment on our downline that
(04:05):
the way that we communicateeither creates an environment of
performance meaning gettingpeople to take action or,
unfortunately, it's created anenvironment of getting of
inaction to happen?
Have you guys noticed that,like it's contagious whether or
not people are taking action orpeople are not taking action,
that they get contagious aroundother people who are not taking
(04:26):
action or taking action, and usas the leaders.
What I realized is that I couldactually control the
environment that I put peopleinto.
Now notice, I didn't say I cancontrol people.
We can't do that but what wecan do is we can set them up to
have the greatest opportunityfor growth and to show up as the
best version of us when we setup the performance-based culture
(04:47):
.
All right, I want to go overthree things that are, like,
really important not only whatyou're going to gain from
creating this kind of culture,but also how to put this kind of
culture together right.
The three things that I thinkabout when I think about what a
performance culture does isnumber one is it helps them,
helps other people get moreresults because they're taking
action.
Right, and what happens whenyou take action?
You either learn the right wayto do things or you learn that
(05:09):
there's a lesson there for youto learn and find a new way of
doing it so that you can.
And when you create anenvironment of performance, not
an environment of shame, guilt,hazing, humiliation any of that
okay.
But when we create anenvironment of growth, it's okay
to actually make mistakes,because that's how we learn, but
we do that by helping othersget more results.
What do you think happensnaturally when we help other
(05:31):
people get more results?
Well, it's called we helpourselves get more results.
I mean, zig Ziglar says you canhave anything that you want if
you help enough people get whatthey want.
And when we lean intoperformance coaching, we create
an environment where otherpeople are taking massive action
.
What happens for us?
Now?
It doesn't matter if we're in amulti-level marketing company,
if we're a CEO of a huge companyor if we're a parent.
(05:54):
When we help people elevate theway that they think, the way
that they talk and the way thatthey act, it gets them to get
more results.
And then we get more results inthe end.
Right Now, the third piece ofthis I actually love this piece
a lot because the truth is likeone is too small a number for
success, but you also can't doeverything, even though you
(06:16):
might want to.
And number three is it helpsempower others to lead.
So it doesn't all fall on you,because if you're creating an
environment of action takers,what you're going to see is
you're going to see certainpeople kind of like level up and
those are going to be yourleaders.
And what happens is, when youdevelop leaders, you don't have
(06:36):
to be the person to do thisanymore.
You have a team or anotherperson to help do that.
So these three reasons helpother people get results.
Help you get more results right, because you're helping them
but also setting you up in anenvironment where you're not
going to have to be that personforever.
You're going to have a team ofother people to step up, to lead
, to take action, and you'regoing to be empowering them so
(06:59):
that you create more.
What?
Leaders instead of followers,because you don't want to create
more followers.
Guys, I know we're all lookingfor followers.
I want you to stop looking forfollowers and I want you to
start creating leaders.
There's a different energy thatyou have there when you're
creating leaders instead oflooking for followers.
All right, now, in a performanceculture, what you focus on is
(07:22):
going to get repeated.
It's kind of like that what yourecognize gets repeated, and so
if you are recognizing peoplefor taking a break, you're
recognizing people for nothitting their metrics.
You're recognizing people fornot doing the things that they
want to do.
What you're actually doing isyou're sending a mixed signal to
people that it's okay to nottake action, and we all know
(07:42):
that, like, people are going tostruggle with taking action at
some point and you'll find out.
Step number two has everythingto do with that, but what we
want to do is we want to makesure that we recognize what we
want to have repeated.
Now I want you to think aboutthis.
I want you to think about thecompany that you work with or
work for.
I want you to think about yourcareer.
I want you to think about someof the things that they
(08:02):
recognize, whether it's for youor for other people, that helps
to actually get that actionrepeated.
Why do you think peoplerecognize rank advance?
Why don't they just recognizeranked emotions?
You'll never hear about that,right, you only hear about it in
your business and you're goingto be like I suck, but then you
don't realize that like 20million other people did the
(08:23):
same exact thing this week.
Right, it tells everybody elseI want to rank advance because I
want to be talked about.
Okay, how many of you guys haveseen people walk across stage
at an event?
Why do you think they do that?
Because then everybody's like Iwant to walk across stage.
Guys, I don't know I haven'tput out the statistics but if I
(08:45):
said we'd give you $100,000 ifyou worked your business or you
could walk across stage, some ofyou guys would walk across the
stage.
Rather than that, it's becausethey do such a great job of
promoting that of like this isthe thing, like you need this
little star diamond next to yourname and once you do that,
you're going to actually.
And now what happens is now youstart to go.
I want that, but what now?
(09:05):
You didn't understand before,but you do now is because they
recognize what they wantrepeated.
So you've got to do that samething.
You've got to ask yourself do Iwant to catch my kids when
they're doing the wrong thing ordo I want to catch them when
they're doing the right thing?
Because what you recognize isgoing to get repeated.
You could very easily talk tothem about all the times they
(09:25):
didn't do the dishwasher, butthe one time they did a
dishwasher and you're like, hey,I just want to say that was
awesome that you did that.
It took so much stress off ofme and guess what, we're going
out to some ice cream today.
I guarantee you that dishwasheris going to be emptied a lot
more than you saying this is the10th time you haven't done it.
What's going on?
Because what we focus on grows.
(09:46):
As a leader, we have to call outthe things that we want
repeated.
Now here's the thing when youlook at your team, when you look
at the people that you lead,what you recognize might be
different than what the companyrecognizes, because maybe some
of you guys don't have 5, 10,triple star, platinum, whatever
rank advances on your team, butwhat are the activities that get
(10:09):
them to actually rank advanceand how could you recognize
those instead?
So I want you to start thinkingabout what are some things that
you can focus on, that you cancall out to that you can
recognize people to alloweverybody else to see what the
most important activities are.
Now, what I always learned islike when you recognize somebody
(10:30):
, you want to try and do it inpublic.
When you talk to them aboutsomething that they're not doing
so well, you want to do that inprivate.
Okay, you can still recognizein private.
That's cool, but we have a lotof people who have words of
affirmation as their lovelanguage, and so when you were
able to tap into some people whohave that words of affirmation
and you, you give them thatkudos.
They feel great and they wantto keep repeating it too, right?
(10:52):
So think about this is likewhen we're creating this kind of
environment, we want torecognize what we want repeated,
all right.
And when we do that, we startto get people to start raising
up their expectations.
Right, they start to raise upthe actions they're taking.
What happens?
It just becomes a normal habit.
Right Now, it becomes a normalhabit.
Now.
Some of the things that we doinside of our certification has
(11:13):
to do with, like, asking certainquestions, and by asking those
questions, we help bring thingsto people's awareness, and it's
like a way of them gettingrecognition of what is actually
working.
All right, let me give anexample, all right.
So one of the things we do is,when we jump on a call, we have
a list of five questions that wegive our life coaches to ask
them to help bring them throughperformance-based coaching.
(11:35):
Right?
One of those questions is on ascale of one to 10, how did you
perform this week on an actionlevel?
Now, here's the thing If I'masking you that question, right,
what's going to happen?
I'm telling you that action isimportant.
I'm not telling you like whatyour action level was.
I'm asking you a question.
And so if I ask that questionwhen I jump on a call with you,
(11:56):
or I ask that question at theend of a week, what are people
going to start thinking?
The next time I get on a callwith him, he's going to ask me
that question.
I better up my game on myaction level.
That is just one example of thequestions that you can ask,
because if you're starting tosay it over and over and over
again now, people are like I gotto keep taking action and then
I'm going to take action.
(12:16):
I'm going to get on the callbecause I don't want my number
to be the same last week that itwas this week I first learned
this, when I had Josh as myone-on-one coach.
He would ask me a question andI'm like, oh, I got to make sure
I answer that question betternext week, next time I get on
the call and I guarantee you Idid because I'm like, no, that
must be important, because he'sasking me it.
And when I got on next time andI gave him a different number
(12:37):
Now the truth was is Josh wasn'ttaking notes on what my number
was.
But when he asks it, he provesto people, like, what is really
important.
And so if taking action isimportant, you can ask somebody
like, on a scale of one to 10,how did you perform on an action
level this week, not to use itto beat them up, but just so
that they're aware of what theirnumber is.
And then you can go a few stepsdeeper.
If they give you like an eightor a nine, I'm like what made
(12:58):
you an eight or nine?
Let's talk about that right.
But if people are like a two orthree, I'd be like what made
you a two or three?
So that's one example of like aquestion that we can ask, right
, but we want to make sure thatwe highlight the things that we
want to be repeated and werecognize them right.
So that's the first step.
(13:25):
You know, I wish that was enoughto just be able to say, hey, we
could just recognize people forwhat we want and then everybody
will take action.
But there's the 80-20 rule Inthis situation.
What that says is probably 20%of the people will go out and
they will take, like, massiveaction.
80% of them might start talkingthemselves down, might start
thinking about like but I'm notlike her, I can't go live Like I
don't even know what to say,Like I don't have a following,
like all of these things.
Which is why number two isreally, really important, and
the number two way that we getto actually create a performance
culture is we have to get tothe root of people's problems to
(13:48):
see what is actually keepingthem from acting.
So when we think about, likepeople not taking action, not
taking action do you know whatit is?
It's a symptom.
Not taking action is a symptom.
There's something behind thenot taking action that we need
to identify.
Now, not everybody's not goingto take action.
(14:09):
Right, josh will put up a post.
Hey, everybody do this.
However, many people get themost amount of sales calls this
week wins.
Certain people are going totake action and they don't have
anything that's blocking them.
They just needed a push, theyneeded a challenge, right.
But then there's some peoplewho are like, uh, like I don't
know what, I don't know who totalk to.
What am I going to say?
Like, how am I going to sellthis?
(14:29):
All of those are actuallysymptoms of what's actually
going on in their brain.
Speaker 1 (14:36):
Thank you, friends, so much for listening to this
episode.
I hope you learned so much fromit.
I hope it really challengedyour way of thinking and the way
you just think aboutperformance and results in
general.
If you are interested in goingthrough our certification to
become a certified life andperformance coach whether you're
someone who already has anestablished business and you
(14:58):
want to use these skills insidethat business to move forward
faster, or you're someone whowants to duplicate more of like
what I've done with your ownprograms and your own speaking
gigs and things like that Eitherway, you can go to joshcoatscom
, scroll down to the bottom,where it says two ways to work
with me.
One of those says life andperformance coach certification.
You can click on that, jumpinto the wait list and when you
(15:21):
do, you'll get a free call withone of our master coaches so
that you can experience a lifecoaching session for yourself.
It's not a sales call.
It is literally you gettingcoached by someone, so you can
see what it's all about.
Thank you so much for listeningtoday.
As always, please remember,everything you need is already
living on the inside.
All the resources you'll everneed are right under your nose,
(15:45):
no-transcript.
Hello, what's up friends.
My name is Josh.
I'm your push coach.
Excited, excited, freakingexcited to have you listening to
this episode Today.
I got like a fun, fun littleworkshop for you.
So I run a program called the626.
And once a month we do more oflike a life coaching call.
(00:20):
So the group itself is morefocused on sales and marketing,
but once a month we really diveinto the life coaching side of
things, because everything Iteach and everything I do around
sales and marketing and evenleadership comes from the
psychology side of things that Ilearned from true life coaching
(00:40):
.
So today I got a special littleworkshop from my 626 program.
We're not going to give you thefull thing because first of all,
it's almost an hour long, butsecond of all, it was a paid
call for my clients.
But I want to give you thefirst 15 to 20 minutes of it
because I think it's soimportant for you to understand
a couple different things.
So in my specific program wehave merged together both true
(01:04):
life coaching and performancecoaching, and true life coaching
is the element of getting downto the root of the problem.
That's actually holding peopleback Too many times.
As mentors, we just want to tellpeople what to do and expect
them to do it, and while it'd besuper freaking cool if that
worked, it usually doesn't,because the people that we're
talking to have differentlimiting beliefs than us, they
(01:26):
have different stories than us,they have different backgrounds
than us.
So sometimes the things that weare doing naturally, others
aren't able to do as naturally,or sometimes we just forget how
much work we did to get to thepoint where we could do
something naturally, and so whatwe do is help people get down
to the root of the issue andthen from there, create like a
(01:47):
performance plan.
Okay, so today's call is alittle bit more about the
performance coaching side ofthings and how we create, using
psychology, a performance planthat gets people moving forward
and taking more action.
So today I'm going to give youa little sneak peek into this
call with Mark Hildebrand, whois the co-creator of my Life and
(02:07):
Performance CoachingCertification.
He also oversees our mastercoach team.
It's going to be so powerful.
You are going to absolutelyfreaking love this, so let's
dive in.
Speaker 2 (02:19):
All right.
So we're going to have a greatconversation here today.
We're going to talk a littlebit about what's called creating
a performance culture.
I want to really talk aboutthis topic because we've had
like many opportunities to diveinto the idea and philosophies
of life coaching.
Right, and really, when wethink about life coaching has a
lot to do with what's going oninside of our brain, but also
what's going on inside of thepeople that we lead and their
(02:40):
brains and how it convinces themto do things or not to do
things.
Right, and so how I like tothink about life coaching is
life coaching helps you get tothe root of what's actually
holding people back.
Right, it helps you diagnosewhat's actually going on, so,
instead of putting a bandaid ina broken arm, you can actually
help them repair and recover andshow up as the best versions of
(03:00):
themselves.
Right, but when we put togetherour certification, one of the
things that Josh and I talkedabout was, like we do want to
hit on the life coaching, butthere's this other aspect, and
it's an aspect that Josh reallybrings.
That's called performance-basedcoaching.
Okay, now, what?
Performance-based coaching hasa lot to do with how we can get
ourselves and get other peopleto take action.
So I'm curious, from a show ofhands, how many of you guys
(03:22):
would love to get people whetherit's on your team, whether it's
little humans we call kids,whether it's your spouse,
whether it's people in yourcareer like, how much more
excited would you be if you wereable to get them to take more
action, get more results andthen want to share what it is
that you're doing with them withthe world because you've
transformed their life?
That is, my friends, what we'regoing to lean into today in
(03:45):
terms of performance culture,because when we build this thing
called a performance culture,when we lean into the
performance coaching of lifecoaching, it's not by itself.
It still utilizes life coaching, and you're going to hear about
that today.
But did you know that when wehave an environment that we put
people into whether it'senvironment in our home,
environment on our teams,environment on our downline that
(04:05):
the way that we communicateeither creates an environment of
performance meaning gettingpeople to take action or,
unfortunately, it's created anenvironment of getting of
inaction to happen?
Have you guys noticed that,like it's contagious whether or
not people are taking action orpeople are not taking action,
that they get contagious aroundother people who are not taking
(04:26):
action or taking action, and usas the leaders.
What I realized is that I couldactually control the
environment that I put peopleinto.
Now notice, I didn't say I cancontrol people.
We can't do that but what wecan do is we can set them up to
have the greatest opportunityfor growth and to show up as the
best version of us when we setup the performance-based culture
(04:47):
.
All right, I want to go overthree things that are, like,
really important not only whatyou're going to gain from
creating this kind of culture,but also how to put this kind of
culture together right.
The three things that I thinkabout when I think about what a
performance culture does isnumber one is it helps them,
helps other people get moreresults because they're taking
action.
Right, and what happens whenyou take action?
You either learn the right wayto do things or you learn that
(05:09):
there's a lesson there for youto learn and find a new way of
doing it so that you can.
And when you create anenvironment of performance, not
an environment of shame, guilt,hazing, humiliation any of that
okay.
But when we create anenvironment of growth, it's okay
to actually make mistakes,because that's how we learn, but
we do that by helping othersget more results.
What do you think happensnaturally when we help other
(05:31):
people get more results?
Well, it's called we helpourselves get more results.
I mean, zig Ziglar says you canhave anything that you want if
you help enough people get whatthey want.
And when we lean intoperformance coaching, we create
an environment where otherpeople are taking massive action
.
What happens for us?
Now?
It doesn't matter if we're in amulti-level marketing company,
if we're a CEO of a huge companyor if we're a parent.
(05:54):
When we help people elevate theway that they think, the way
that they talk and the way thatthey act, it gets them to get
more results.
And then we get more results inthe end.
Right Now, the third piece ofthis I actually love this piece
a lot because the truth is likeone is too small a number for
success, but you also can't doeverything, even though you
(06:16):
might want to.
And number three is it helpsempower others to lead.
So it doesn't all fall on you,because if you're creating an
environment of action takers,what you're going to see is
you're going to see certainpeople kind of like level up and
those are going to be yourleaders.
And what happens is, when youdevelop leaders, you don't have
(06:36):
to be the person to do thisanymore.
You have a team or anotherperson to help do that.
So these three reasons helpother people get results.
Help you get more results right, because you're helping them
but also setting you up in anenvironment where you're not
going to have to be that personforever.
You're going to have a team ofother people to step up, to lead
, to take action, and you'regoing to be empowering them so
(06:59):
that you create more.
What?
Leaders instead of followers,because you don't want to create
more followers.
Guys, I know we're all lookingfor followers.
I want you to stop looking forfollowers and I want you to
start creating leaders.
There's a different energy thatyou have there when you're
creating leaders instead oflooking for followers.
All right, now, in a performanceculture, what you focus on is
(07:22):
going to get repeated.
It's kind of like that what yourecognize gets repeated, and so
if you are recognizing peoplefor taking a break, you're
recognizing people for nothitting their metrics.
You're recognizing people fornot doing the things that they
want to do.
What you're actually doing isyou're sending a mixed signal to
people that it's okay to nottake action, and we all know
(07:42):
that, like, people are going tostruggle with taking action at
some point and you'll find out.
Step number two has everythingto do with that, but what we
want to do is we want to makesure that we recognize what we
want to have repeated.
Now I want you to think aboutthis.
I want you to think about thecompany that you work with or
work for.
I want you to think about yourcareer.
I want you to think about someof the things that they
(08:02):
recognize, whether it's for youor for other people, that helps
to actually get that actionrepeated.
Why do you think peoplerecognize rank advance?
Why don't they just recognizeranked emotions?
You'll never hear about that,right, you only hear about it in
your business and you're goingto be like I suck, but then you
don't realize that like 20million other people did the
(08:23):
same exact thing this week.
Right, it tells everybody elseI want to rank advance because I
want to be talked about.
Okay, how many of you guys haveseen people walk across stage
at an event?
Why do you think they do that?
Because then everybody's like Iwant to walk across stage.
Guys, I don't know I haven'tput out the statistics but if I
(08:45):
said we'd give you $100,000 ifyou worked your business or you
could walk across stage, some ofyou guys would walk across the
stage.
Rather than that, it's becausethey do such a great job of
promoting that of like this isthe thing, like you need this
little star diamond next to yourname and once you do that,
you're going to actually.
And now what happens is now youstart to go.
I want that, but what now?
(09:05):
You didn't understand before,but you do now is because they
recognize what they wantrepeated.
So you've got to do that samething.
You've got to ask yourself do Iwant to catch my kids when
they're doing the wrong thing ordo I want to catch them when
they're doing the right thing?
Because what you recognize isgoing to get repeated.
You could very easily talk tothem about all the times they
(09:25):
didn't do the dishwasher, butthe one time they did a
dishwasher and you're like, hey,I just want to say that was
awesome that you did that.
It took so much stress off ofme and guess what, we're going
out to some ice cream today.
I guarantee you that dishwasheris going to be emptied a lot
more than you saying this is the10th time you haven't done it.
What's going on?
Because what we focus on grows.
(09:46):
As a leader, we have to call outthe things that we want
repeated.
Now here's the thing when youlook at your team, when you look
at the people that you lead,what you recognize might be
different than what the companyrecognizes, because maybe some
of you guys don't have 5, 10,triple star, platinum, whatever
rank advances on your team, butwhat are the activities that get
(10:09):
them to actually rank advanceand how could you recognize
those instead?
So I want you to start thinkingabout what are some things that
you can focus on, that you cancall out to that you can
recognize people to alloweverybody else to see what the
most important activities are.
Now, what I always learned islike when you recognize somebody
(10:30):
, you want to try and do it inpublic.
When you talk to them aboutsomething that they're not doing
so well, you want to do that inprivate.
Okay, you can still recognizein private.
That's cool, but we have a lotof people who have words of
affirmation as their lovelanguage, and so when you were
able to tap into some people whohave that words of affirmation
and you, you give them thatkudos.
They feel great and they wantto keep repeating it too, right?
(10:52):
So think about this is likewhen we're creating this kind of
environment, we want torecognize what we want repeated,
all right.
And when we do that, we startto get people to start raising
up their expectations.
Right, they start to raise upthe actions they're taking.
What happens?
It just becomes a normal habit.
Right Now, it becomes a normalhabit.
Now.
Some of the things that we doinside of our certification has
(11:13):
to do with, like, asking certainquestions, and by asking those
questions, we help bring thingsto people's awareness, and it's
like a way of them gettingrecognition of what is actually
working.
All right, let me give anexample, all right.
So one of the things we do is,when we jump on a call, we have
a list of five questions that wegive our life coaches to ask
them to help bring them throughperformance-based coaching.
(11:35):
Right?
One of those questions is on ascale of one to 10, how did you
perform this week on an actionlevel?
Now, here's the thing If I'masking you that question, right,
what's going to happen?
I'm telling you that action isimportant.
I'm not telling you like whatyour action level was.
I'm asking you a question.
And so if I ask that questionwhen I jump on a call with you,
(11:56):
or I ask that question at theend of a week, what are people
going to start thinking?
The next time I get on a callwith him, he's going to ask me
that question.
I better up my game on myaction level.
That is just one example of thequestions that you can ask,
because if you're starting tosay it over and over and over
again now, people are like I gotto keep taking action and then
I'm going to take action.
(12:16):
I'm going to get on the callbecause I don't want my number
to be the same last week that itwas this week I first learned
this, when I had Josh as myone-on-one coach.
He would ask me a question andI'm like, oh, I got to make sure
I answer that question betternext week, next time I get on
the call and I guarantee you Idid because I'm like, no, that
must be important, because he'sasking me it.
And when I got on next time andI gave him a different number
(12:37):
Now the truth was is Josh wasn'ttaking notes on what my number
was.
But when he asks it, he provesto people, like, what is really
important.
And so if taking action isimportant, you can ask somebody
like, on a scale of one to 10,how did you perform on an action
level this week, not to use itto beat them up, but just so
that they're aware of what theirnumber is.
And then you can go a few stepsdeeper.
If they give you like an eightor a nine, I'm like what made
(12:58):
you an eight or nine?
Let's talk about that right.
But if people are like a two orthree, I'd be like what made
you a two or three?
So that's one example of like aquestion that we can ask, right
, but we want to make sure thatwe highlight the things that we
want to be repeated and werecognize them right.
So that's the first step.
(13:25):
You know, I wish that was enoughto just be able to say, hey, we
could just recognize people forwhat we want and then everybody
will take action.
But there's the 80-20 rule Inthis situation.
What that says is probably 20%of the people will go out and
they will take, like, massiveaction.
80% of them might start talkingthemselves down, might start
thinking about like but I'm notlike her, I can't go live Like I
don't even know what to say,Like I don't have a following,
like all of these things.
Which is why number two isreally, really important, and
the number two way that we getto actually create a performance
culture is we have to get tothe root of people's problems to
(13:48):
see what is actually keepingthem from acting.
So when we think about, likepeople not taking action, not
taking action do you know whatit is?
It's a symptom.
Not taking action is a symptom.
There's something behind thenot taking action that we need
to identify.
Now, not everybody's not goingto take action.
(14:09):
Right, josh will put up a post.
Hey, everybody do this.
However, many people get themost amount of sales calls this
week wins.
Certain people are going totake action and they don't have
anything that's blocking them.
They just needed a push, theyneeded a challenge, right.
But then there's some peoplewho are like, uh, like I don't
know what, I don't know who totalk to.
What am I going to say?
Like, how am I going to sellthis?
(14:29):
All of those are actuallysymptoms of what's actually
going on in their brain.
Speaker 1 (14:36):
Thank you, friends, so much for listening to this
episode.
I hope you learned so much fromit.
I hope it really challengedyour way of thinking and the way
you just think aboutperformance and results in
general.
If you are interested in goingthrough our certification to
become a certified life andperformance coach whether you're
someone who already has anestablished business and you
(14:58):
want to use these skills insidethat business to move forward
faster, or you're someone whowants to duplicate more of like
what I've done with your ownprograms and your own speaking
gigs and things like that Eitherway, you can go to joshcoatscom
, scroll down to the bottom,where it says two ways to work
with me.
One of those says life andperformance coach certification.
You can click on that, jumpinto the wait list and when you
(15:21):
do, you'll get a free call withone of our master coaches so
that you can experience a lifecoaching session for yourself.
It's not a sales call.
It is literally you gettingcoached by someone, so you can
see what it's all about.
Thank you so much for listeningtoday.
As always, please remember,everything you need is already
living on the inside.
All the resources you'll everneed are right under your nose,
(15:45):
no-transcript.
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