9. Leadership Lessons from the Battlefield to Business with Jason Kulinski

Episode Transcript
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Eric (00:08):
What does it take to be a leader? How does it affect our
businesses? Is? In this episode,we speak with Jason Kulinski
discussing the topic ofleadership. Hello, everyone.
Welcome to the Business BoostHour podcast. My name is Eric
Beals, and I'm the vicepresident of b and I Escondido.

Crystal (00:29):
And my name is Crystal Privett, president of BNI
Escondido, and this is thesingle CEU podcast. Today, we
have Jason Kolinski.

Eric (00:38):
Say hi, Jason.

Jason Kulinski (00:39):
Hey, guys.

Eric (00:39):
Hi. Great to be here.

Crystal (00:40):
It's great to have you.

Eric (00:44):
So, Jason, why don't you first just introduce yourself
and just kinda so we get an sothe audience gets an
understanding of just who youare and what you do. Let's just
start off there.

Alright. So Jason Kalinski, owner of
HomeTeam Inspection Service ofNorth San Diego County. Was in
the marine for 16 years, thenbought a business, franchise. So
we have 200 locationsnationwide, and we opened in
2020, which was not the time toopen a business. So,

Crystal (01:13):
yeah. Well, thank you for your service, first of all,
and, obviously, you're doingsomething right if you're still
standing here.

Eric (01:20):
I wonder how many businesses opened in 2020 and
maybe and and and or or rightbefore 2020

Crystal (01:27):
Yeah.

Eric (01:27):
And didn't, like, really succeed. I remember it. So there
there's a there's there's a, aramen place that I'm a big fan
of. They opened in 2019, like,October or something like that.
Right before time.

Crystal (01:38):
Yeah.

Eric (01:38):
Yeah. And so but they survived. And so I was very
grateful because I was aphenomenal place. But, yeah. So
today, we wanted to talk aboutleadership.
So, Jason, this one came fromyou. What what about leadership
exactly did you kind of wannatalk? Why did that topic come to
mind for you?

Well, being a marine, it's definitely top of
mind at all times, along withwhere we started our business in
2020. If didn't have the,really, leadership of myself,
that self drive, we would nothave made it. So it's kind of

(02:21):
near and dear.

Crystal (02:22):
So do you define leadership as self discipline
then?

That, along with looking at what you can do
around the community and to yourclients even because I have to
lead my clients through thebiggest purchase of their lives,
really. Just yesterday, I had, aclient that they have purchased
houses before, but there wasalways brand new builds. This

(02:47):
time, they're buying a 44 yearold house. Mhmm. Mhmm.
They saw a lot of issues thatthey never seen before.

Crystal (02:54):
Different beast. Yeah.

Yeah. So walking them through that process takes
takes leadership of Mhmm. Hey.This isn't as big of an issue
that you think it is. Yes.
It's gonna cost some money, butyou're thinking it's gonna fall
down. No. It's not falling down.

Eric (03:11):
So you're okay. It's very interesting. So so you're so
when I think of leadership, I'musually thinking of, like, you
know, leading your employees andleading you know, and that's
obviously, that's part of it.But you're you're applying that
actually towards your clients aswell, or at least, I guess in
your case, I guess it's likeyour client's clients, I guess.
Right?
Because you're it's thehomebuyers or the homeowners or

(03:32):
whoever's buying or selling aplace. And so so you're talking
about kind of like guiding themeffectively and making sure that
they're that, what's whatwhatever's, gonna be the right
buying decision or makingawareness of these things. That
makes sense?

Yeah. So it's also guiding your partners. So
my partners are real estateagents. Mhmm. We partner with
them, like and my clients aretheir their clients.

Eric (03:59):
Mhmm.

So partnering with them, guiding just, what,
earlier this week, last week, Ihad I had one of my agents call.
Hey. I need your help. Adifferent inspector did did an
inspection on one of mylistings. He called out x, y,
and z.
Can you walk me through why hecalled this out? Walk them

(04:20):
through it. This is how youcould correct it, and I'm
waiting to hear back on what thefinal thing happened. So we'll
see what happens with that, buthelped her out in that
situation.

Crystal (04:31):
So communication's also a big part of leadership

Mhmm.

Crystal (04:34):
Because you're having to communicate with your
clients, keeping, everyone onthe same page, especially with
you when when you you're kind ofin the middle of the situation.
What other do what othercharacteristics do you think
define a leader?

The one that no one wants to do, taking
responsibility.

Crystal (04:52):
Oh, good one.

Yeah. This example, couple years ago, I had
to take responsibility onsomething that I not so much
really missed. It was I couldtest a system 2 different ways
because it was right on athreshold of a temperature. I

(05:14):
only tested it in one mode. Ididn't test it in another mode.
It worked in one mode, so Icalled it good. Should have
tested it in the other mode, butdidn't have to because of how it
worked. Well, client moved in.It didn't work. HVAC company
said, hey.
No. It doesn't work. You know,this is x, y, and z. Home

(05:36):
warranty company said, no, thatwe're not covering it. Had to
teach the home warranty companywhy and how this system works
and why I only tested in thismode because it was not it was
under a certain temperature.
Ultimately, they did a partialcoverage, but I refunded that
money because it's, hey. Ididn't test it. So I refunded
the inspection fee. Mhmm. So theclient was happy that I helped

(05:59):
him and that he got this moneyback.
I took that responsibility. Ishould have done both modes.

Eric (06:05):
Mhmm.

Crystal (06:05):
Yeah. Not always the fun part of business is taking
the responsibility andaccountability, but we spoke
with Adam Hamill, and he saidhow sometimes a bad review can
lead him to a really greatclient because you can turn that
around. And, you know,oftentimes in business, there's
going to be hiccups or, thingsthat we have to communicate

(06:26):
through, but it's how we respondto the situation. So it sounds
like you were able to use thatleadership and communication to
effectively, like, push throughthat and make sure everyone was
happy. Yeah.

Eric (06:37):
Well yes. And and, you know, what's interesting on,
like, oftentimes, you know, likemaybe some, a company's boss
might consider them a leader.But if they're constantly, like,
you know, blaming the employeesfor everything, it's like, oh,
no, I didn't do that. You didthat. You screwed that up or

(06:58):
whatever it is.
Even though maybe they were theones that hired them in the 1st
place and maybe they weren't theright fit or maybe they trained
them wrong or whatever it is.It's, you know, whatever it is.
But they're not taking that kindof that ownership responsibility
necessarily. Like, you know, theword leadership, the first word
on this lead. Well, leading ifyou're not in front

Crystal (07:17):
Yep.

Eric (07:18):
You're not leading. Right? And so so you you you have to be
that that that that first personthat's gonna essentially take
the blame and then kind of, youknow, they're gonna be the ones
to kind of resolve it and andget it get it fixed or whatever
it might be. And so I thinkthat's a really important thing
to remember if you want to be agood leader is is, you know, you

(07:41):
you're also taking theresponsibility and not putting
the blame on everybody else. SoI think maybe a lot of people
might be inclined to do.

Crystal (07:50):
That's a great point too because sometimes in
business and entrepreneurship,there's like gaps where maybe
it's not your job or maybe it'snot the other person's job, but
then somebody has to do it. Sothat accountability or that
responsibility that you like,take the responsibility on your
own because it's a gap if ifsomeone needs to do it. So that

(08:11):
that's an interesting aspecttoo. It's if there's a part of
business where you are a leader,it's not your role, but you
still step up. That thatprobably happens to you quite a
bit.

Oh, yeah. We're basically I'm one man show right
now. I made some hires, and theyjust didn't work out.

Crystal (08:30):
Mhmm.

So one man show. I have to cover everything. So,
yeah, it absolutely happens allthe time.

Eric (08:37):
Yeah. Well, you're taking that that that the ownership
over your your your business. Imean, I could, you know, someone
could easily like, oh, you know,the the no one's working out for
me or whatever it is. Like, theyall blame putting the blame on
everyone else. In your case, itsounds like you just maybe
haven't found the right person.
Right? So and, you know, I thinkthat's it can be tricky, I

(08:58):
think, to find the right personfor your business and, in
whatever whatever roles thatmight that might be, but you're
taking that ownership to findthe right person to kind of
train them or and that's willingto put in the the work and and
effort. They're not, you know,then then you're also taking

(09:18):
that ownership to be like, hey.It's not work not working out,
whatever it might be. Right?
I know leaders the leadership issomething that I've kinda had to
learn because that's not that'snever really been my kind of,
I'm more of like a engineer kindof type of person. I wanna kinda
get into, like, the real nitty,like, deep fine detailed stuff.
And it's still sometimes it'slike my kryptonite a little bit

(09:39):
where, like, I'll spend so muchtime on something and then,
like, you know, I'll spend 6hours on something and feel like
I wasted my day, basically. Andbecause it's it's things I
necessarily shouldn't really bedoing, but sometimes I enjoy
doing them. But I'm like, okay,I need to kind of balance this.
And because where I'm atcurrently, I don't I'm I don't
I'm don't feel like I'm able todo put that much time into those

(10:02):
very specific things when mytime could be used more
effectively. So a lot of this, Ithink, is, you know, proper time
management, I think, in inleadership.

Delegation.

Eric (10:10):
Yeah. Delegation. Yeah. That's been my biggest learning
curve is delegation. Like, thatwas the biggest thing for me.
And this was, like, the biggestweight off my shoulders is when
I stopped actually doing most ofthe grunt work editing. Like, I
do video production andpodcasting. I do. I haven't edit
actually edited a podcast myselfin, like, at least a year. And
so it's because I've had todelegate to Amber or my editor,

(10:33):
Melissa.
And and so that was, like, thebiggest, like, letting that
kinda go and just, like, kind oftrusting that they'll get it
done. That was, like, thehardest thing to do. But once I
did, oh my gosh. It was such aweight lifted off my shoulders,
so then I I can spend my timemore effectively on the business
growth or whatever systems orwhatever whatever it

might be. Yeah. It opens it. It opens you up
for, whatever you need to do tofurther what you're trying to
accomplish in business. So bydoing delegation or hiring the
right people, you can actuallygrow it to hire even more

(11:18):
people.
Mhmm.

Crystal (11:18):
And that's what's really cool about BNI too is we
don't necessarily have to haveall these people employed for us
to have access to these greatpeople.

Oh, yeah.

Crystal (11:27):
It's not like you have to have Mark Gleason on your
team to to be able to, you know,get the right payroll. So
there's certain people in ourgroup that actually work as part
of our team, but, necessarily,we don't have to, like, do any
paperwork for them.

Eric (11:42):
Well, right. Yeah. And and, you know, it's like what
what's, what b and I teaches isessentially everyone in in your
b and I group is essentiallylike a like your Salesforce.
Right? And so a part of this isreally learning how to how do
you, lead them maybe in, like, abit of a smaller way because

(12:04):
they're not hyper integratedinto your business.
Right? But how do you lead theminto, I I guess, being a better
salesperson for your business tobe able to refer you better, a
better refer, I guess, maybe ismore the right terminology, not
so much salesperson, but butrefer better refer.

Crystal (12:23):
Kind of reminds me of your military. There's different
levels of leadership just likein the military. So there's
there's some people who at thevery top have the most
responsibility, but then ittrickles down. So there's
different levels like you'resaying, where you interact with,
like, one client versus someonethat you're interacting with,
like, on a weekly basis.

Mhmm. Mhmm. Yeah. Yeah. I mean, at one
point, when I was in, I had, Idon't know, a 120 marines under
under my charge.
Mhmm. Like, I was responsiblefor around a 120 people on a
daily basis. So it

Crystal (12:57):
Different level. Yeah. Yeah.

Eric (12:59):
And so what was what was that like when you were kind of,
you know, managing a 120 people?I can't even comprehend managing
a 120 20 people. I I guess, inme, like,

Crystal (13:08):
2 people. Stakes here. So it's different than managing
a restaurant with a 120

people. Yeah. Luck luckily, that was in
Okinawa, so it was a little bitdifferent. Like, it it wasn't in
combat. So I had a good teamaround me.
So it's all about a team justlike in BNI. We have a great
team in BNI in our in our group.So if you have a good team,
like, I had great corporals. Iwas a sergeant at the time. I

(13:37):
had a couple other sergeantswith me, but I was I was the top
top one.
I had a couple staff above me,but they didn't do anything.
Like, they left they let mehandle it. Here. It's yours.
Take it.
So I ran in with it. They justlet me do it. And every now and
then, they're like, hey. Can Ido this? They would ask me, hey.

(13:58):
Can I do this? Because I was theone that took everything. Mhmm.
So

Eric (14:02):
Real quick.

Crystal (14:03):
Can we pause? Yeah. Yeah. Sorry. Check

Eric (14:04):
on it. Did they get out of time? That happened one time
before last time we recorded. Iguess their cage broke, I guess.
She puts them in, and then theyget to the door, then they start
barking, basically.
Mhmm. So

They did get out.

Eric (14:35):
Left off. Okay. We left off on the, the, the the the,
managing the military people.

Oh, I got a crank in my neck. I've had it
for a couple days. Sucks.

Eric (14:58):
Gotta go see doctor Ray maybe or something.

I know. I've I've been meaning to set up an
appointment with him.

Eric (15:05):
They can clear that up.

Alright. I don't know. Like like, yeah. His is
different, but, like, I had I'vebeen chiropractors and massage
therapists, and it's just, like,one of those, like, I don't I
don't like them. Mhmm.
Because I always feel likethey're excuse me. It's worse
afterwards? Like,

Eric (15:27):
I haven't experienced that. No.

Like, I'm always sore afterwards, so I don't
know. It's weird. Like, it feelslike I'm worse afterwards. And
next, like, 2 weeks later, it'sright back, and I have to go
back. And it's like, no.
This is just getting it's justrepeating cycles.

Eric (15:44):
Yeah. Anyhow.

Crystal (15:46):
One time, I couldn't get off of the couch, and I had
to belly dance 2 days later, anddoctor Ray had me off. I was not
moving quite as fluid as Inormally would, but I somehow
did it. It was crazy.

Eric (16:00):
Ready? So in in the military, when you're managing
those 120 120, people underneathyou, how how did I would imagine
a lot of people, like,conflicts. I mean, that would
that would come up. How wouldyou were you the one that kind

(16:22):
of help handle that kind ofstuff? How would you kind of
Yeah.
Handle those those sorts ofthings?

I mean, it's the marine corps, so it's a very
we're a unique

Eric (16:32):
branch. We'll put it that way. Okay.

So there there was a couple different ways for
conflict resolution or ifsomeone did something that they
weren't supposed to. One wascounseling, like, just written,
hey. This you did this. Youweren't supposed to. This is
basically, it's a warning or youneed to do x, y, and z to

(16:58):
correct this deficiency.
And if they get so many ofthose, then

Crystal (17:03):
Verbal warning.

Then they get a different write up that goes
into an actual administrativejacket, and it follows them for
their career, so on and soforth, all the way to, actual
punishment where they can losepay or rank or, that sort of
thing. Informal type is, okay.Well, you 2 have have a beef.

(17:27):
Well, let's take it to the mat.We have instructors for martial
arts, so it's take it to themat.
Mhmm. Fix it. Figure it out.

Eric (17:40):
So I think we should include Matt, so be it not. How
cool would that be? We have ameeting have a meeting at, like,
a jujitsu location or somethinglike that. Andrew would win.
Yeah.

Yeah. Andrew would win. Maybe Gus. I don't
know. That would be a good matchup.
I wanna I wanna see that.

Crystal (17:55):
I would I would

be a good buddy for that one.

Eric (17:58):
Any any any BNI conflicts, you know, instead of writing
sending a letter, we just takeit to the mat. Yeah. Yeah.

I mean, that I it would work. Yep. But the it
it's a at that point, it's acontrolled environment. It's not
like they're going out back ofthe building. It's there's an
instructor there that is trainedin it, so it's not it's not like
it's just doing it willy nilly.
So

Eric (18:23):
Mhmm.

Yeah. But at that point, okay, you you figure
it out and they they resolve itand move on.

Eric (18:31):
Mhmm. So so in in, so back to kind of in a b and I group
setting, what's, because I wannakind of, like, kind of touch on
this. I feel like it kindareally got wrapped up very much.
But on in, like like, managingpeople in a group, like, in a in

(18:54):
a in a group setting, like,either, training them or or
leading them, like, do you havedo you have any any advice on
maybe because I know we're not amilitary branch, obviously.
Right?
But

Crystal (19:10):
Although we'd love to incorporate the math.

Eric (19:12):
I think there's I think there's a lot of learning stuff
from it from that can come frommilitary that that Right. And so
so what are some some ways wheremaybe people aren't, you know,
able they're maybe they're notlistening, I guess. Maybe, like,
oh, you need to, you know, putreferrals in on the app or

(19:34):
something and do kind of stuff.I'm not sure what might be the
best example, but, like, whatwould you you you suggest on on
on helping kinda lead folks thatmaybe aren't quite adapting into
a b and I chapter as well as as

Yeah. I see where you're going with that.
That's interesting because I amalso not always putting
everything in. So I'm I'mcalling myself out. Yes.
100%.

Eric (20:02):
I think everyone can hear you on that. I mean, there's you
know, it's it's a it's a trickything sometimes to kind of,
like, stay on stay on top of it.But I think if there's even if
there's, like, a certain, like,recognition on on on that where
it's like, oh, I'm I'm teachingthis thing, I think you're gonna
start doing that thing thatyou're teaching more Yeah. When

(20:24):
you when you start teaching ityourself. Whatever.
Yeah.

Yeah. So it has to be a conscious effort. And
you have to continuously kind ofnot so much do education moments
on it Because ultimately, ifsomeone's not doing it, they're
just gonna be like, oh, they'rethey're just picking on me. It's

(20:49):
gonna keep drowning out. They'rejust gonna drown

Eric (20:51):
it

out. But kind of kinda like what we are doing.
Hey. Just remember to put yourslips in.

Eric (20:58):
Mhmm.

Just a real quick, hey. This is a reminder.
It's helped me just kind of oh,and I've done it right there in
the meeting. Boom. Oh, I need Ijust did an inspection.
I need to drop it. Thank you forclosed business. Yeah. It's one
of those a it's

Crystal (21:11):
just reminder.

Yeah.

Eric (21:12):
It's a

it's a trigger, trigger word or whatever. Mhmm.
Not those trigger words. Butthat helps the metrics that gets
were getting sent out, and youjust sent one out recently.

Eric (21:27):
Mhmm.

Those help because, oh, those are my
numbers? Oh, I I need to startkeeping up with this. Mhmm.
Yeah. They used to be sent outmonthly, and I'm pretty sure

Eric (21:37):
both It's it's challenging to send send those out monthly
because it's not automatic.Yeah. It has to be come from
from myself or

Crystal (21:44):
One of the leaders.

Eric (21:45):
Or one of the leadership because we're the ones that have
have access to those. The theyou're talking about the the
traffic lights.

Yeah.

Eric (21:51):
And, yeah, I think those things like that, I think,
really do help. The one that'sone thing I'm really gonna be
committed on is to sending thoseout monthly because I've have
always when I was a member, Ifound those to be so
exceptionally helpful because itreally gauged where you were at,
actually. And sometimes it waslike, what? I'm I'm there? I'm

(22:13):
that low?
Wait a minute. Hold up. And sothat's and and so that's where
it's really, really and and andthat's, you know, it's not meant
to, like, call anybody out.That's why we send it out as

Crystal (22:22):
a big

Eric (22:22):
blast one sheet for everybody and stuff too. And and
and it's, like, you know, it'sto help encourage you to to, you
know, get your numbers up orwhatever it is. Put and maybe
it's sometimes it's as simpleas, oh, shoot. I'm doing all
these things. I'm not submittedin the app.
If you don't submit it in theapp, that's why it's gonna move
the numbers are gonna go down.If you

don't submit in the app, it doesn't count.

Eric (22:41):
Right.

Crystal (22:42):
And then not only that. As a leader, we can also see the
people that are struggling bythose traffic lights. So maybe
in our a note to self, it'slike, okay. I see these 3 people
have been on the bottom for awhile. Maybe I'll schedule a one
to one with them because soundslike they could use it.

Yeah.

Crystal (22:58):
And Yeah. Or also if someone's working really hard to
get, like, out of the red andinto the yellow, and then they
submit they they close theirthank you of business, and they
were all ready, and then thatperson didn't submit it. I think
as a leader, like, that's thethings that we wanna try to you
know, there is some overlap, andit is hard to always put our our
numbers in. But remembering it'snot just for us, it's oftentimes

(23:21):
for that other person. Becauseif they've been working really
hard to get out of the, colorthat they're trying to shift
into the next.

Eric (23:28):
Well, that's that's also why the 7 month reviews that
membership membership committeedoes is so important because
that kind of is is, like, theopportunity, to really kinda
call that out because I thinkeveryone's always kinda
hesitant, like, oh, do I saysomething? Like, you know, as
just a regular member, like,hey. I noticed you're really
low. You know, you should bemore like me in the green or

(23:48):
whatever it might be. Right?
And so it's kind of, sometimes,like, I think it can be kind of
awkward to call someone out, butthe 7

That's how you call it.

Eric (23:56):
Yeah. Yeah. It's all about how you do.

Yeah. I know you're not in the red, but let's
say you're in the red.

Eric (24:01):
I'm close. I'm working my way out. I got I've been
slacking for a while.

I I wasn't gonna judge, but, you know, but, you
know, let's let's say, you know,I can call you up and be like,
hey, Eric. I noticed you'reyou're you're in the red. Like,
anything I can do to help.

Eric (24:16):
That

that's all it takes. It just that's not
calling anyone else, but it's,hey. I'm offering you to help.
Yeah. Mhmm.
Like

Crystal (24:22):
And I did that, and it helped a few people. Because
when we when I started, we had13 in the red, and we've got, 5
of those are not in the redanymore. So we're making some
progress. So, we're slowlyworking our way. But like you
said, it was just a phone call.
Like, I noticed that you'rehere. Is there anything I can do
to help?

Eric (24:39):
I know when I had first joined, my, like, 1st year was
pretty brutal. Like, I was inthe gray for a long for a for a
while. I was, like, a littlebit, and then I was in the gray
for a while, and they're like,hey. So what can we do? And and
membership media, like, they didthat exact exactly that, and I'm
so appreciative of that.
And what I kinda for me, what Ihad kinda realized is I was

(25:00):
taking too much of a, like, oh,if it's not a sale, it's not a
referral kind of thing. That wasmy, like, main mistake, and and
where it's just like, don'tworry so much about that. Like,
send the referral over to them.Shoot them a text message that
you sent the referral, veryimportant. Yep.
Because otherwise and I'vereceived referrals, and I didn't

(25:21):
realize I received a a areferral Yeah. Until, like, a a
week or two later. And I waslike, wait. What is this on
here? I was like, oh, they justgave me a referral.
I didn't I didn't realize, sothen it delays. So send a text
message or email

Crystal (25:34):
them. Follow-up.

I'm I'm bad with that, but I'm in a unique
position. I I had talked to Rayabout this when a while ago now,
maybe a year and a half, 2 yearsago, I don't know, where I'm at
in the process of the sale. Somy referral, it might not get to
them, or, like, they might notcall them for 30 days because
they're I just did theinspection. They close 30 days

(25:57):
later. Like, it maybe 60 days insome cases.
Wow. So

Crystal (26:01):
Yeah.

It might not go to them for that long, like and
they don't want a phone call.They have all these other people
calling them. And that's thatwas where I had that problem.
And Ray's like, you know, justgive the information. If they,
you know, let them call.
If they just don't want thatphone call, they'll let them
know. Whatever the case, justmake that introduction. So

Eric (26:22):
Well, that's kinda where you can kinda use the the, the
temperature scale, actually, youknow, when you submit submit a
referral, like and then mentionin the notes, be like, hey. I'm
sending this now, but there Iknow they won't be ready

Yeah.

Eric (26:34):
For 30 days. Like, maybe something you already know
preemptively or something.

Well, and I Let me know. Yeah. I try that. Yeah.
But I've noticed, some how do Iwanna put that?
People need to read those notes.Yeah.

Crystal (26:48):
A

lot of people just see the referral come in,
and they'll call or whateverright away. They won't read the
notes.

Crystal (26:54):
Okay, listeners. Read your

Eric (26:56):
notes. I didn't know that. I always read the notes. I'm
always like, I wanna know. Metoo.
Because that me, I'm I'm, likeget everything prepped. So I've
I've I've you I used to have,like, a fear of the phone and
stuff too. So me almost, like, Ineed to know everything and
whatnot. And so I always, like,wanna see what's what what was
written in the notes. So that'sactually really good to know,
actually, that that some peoplelike, oh, they just see a

(27:18):
number, and then they just callit, and they and then they'll
figure out what it is.

Because you have to put that number in. Like, I
put I was get I gave your card.

Eric (27:27):
Mhmm.

Like, because it says told them that you would
call or just give them yourcard, they will call you. Mhmm.
I usually say they will callyou.

Eric (27:36):
Mhmm.

Like, because it's 30 days away. Like, they
don't want they don't wanna talkto you right now.

Crystal (27:41):
In your case, that makes a lot of sense.

They're they're thinking about other things.

Crystal (27:44):
For me, that wouldn't work well for mental health
support. It's like, oh, yeah.They'll get around to it. Yeah.

That that doesn't not work.

Crystal (27:51):
No. No. No. No.

Not at all. So, like but for and, you know,
there are some urgent things.Like, I I refer Josh a lot. I I
refer Mike a lot. Like, thosewater issues that and even or
and Regina, like, electricalissues and water, those 2 are
urgent that people want takencare of now.

Crystal (28:10):
Yeah. Right.

Eric (28:11):
So those are Those are those are tick on, and you're
you're it's it's very in yourface. Or when I found

a circuit breaker that was 500 degrees.
Yeah. Yep. Warning. Yeah.
So, you know, there there'scertain things that, you know,
they want done now. Mhmm. Sothat's a little bit different.
But for most things, like, youknow, I've I've referred Caesar
because, hey. Oh, do you know alandscaper?
We wanna do pavers or whateverthe kid yeah. Here. They don't
close in 45 days. Mhmm. They'renot gonna wanna talk to Cesar

(28:39):
for at least 30.
So because they're dealing withlenders. They're dealing with
insurance companies. They'redealing with other repairs.
They're dealing with thesellers. They're dealing with
movers.
And once everything's done, whoknows how much money they still
have, and they might not wannado it until 6 months after that.
Mhmm.

Crystal (28:59):
Mhmm. So part of the leadership is the situational
awareness to know the timing,the personalities. There's a lot
of, like, even unspoken things,like, in communication, like
people's body language. You cantell, like, if they're Oh, yeah.
They're they're not gonna make adeal if your arms are crossed,
and they're you know, there'scertain aspects that go beyond
just the leadership that you canreally, like, nerd out and dive

(29:21):
into to really, like,psychologically understand your
client and yourself.
Mhmm. What leadership qualitiesor techniques do you really love
about BNI? Because

Oh, man. Let's see. How long have you

Crystal (29:38):
been in BNI? 2020?

Yep. My so pretty unique situation. I'm
probably the only one in thechapter that was not invited, by
someone in the chapter.Interesting.

Eric (29:53):
So you just found it? You looked online. Were you aware of
BNI? You were aware of BNI?

Technically, no. So we're a franchise. We have
200 locations. So we used to bea medallion member, with BNI. So
I we had a concierge.
I literally just called theconcierge, said, hey. I just
opened a location in San Diego.I was told I should join a BNI.
I need to find a chapter.They're like, oh, we'll connect

(30:18):
you with Ed Wilson.
He'll get you into a BNI.

Eric (30:22):
So they were suggesting, like, hey. BNI chapters are we
found to be really effective inthe franchise. They're actually
that's very interesting.

So Ed Wilson gave me a call. They emailed Ed
Wilson. Ed Wilson gave me acall. We had a conversation.
He's like, hey.
I'm going to Escondido chapter,next week. Would you like to
join me? So

Eric (30:40):
So so Ed so Ed brought you.

Technically. Technically. But Oh,

Eric (30:44):
very cool. Wow. I didn't yeah. I think yeah. Most most
everyone is it's an invitebased.
Almost everyone, like, fromsomebody in the chapter usually.
Yeah. That's very interesting.Yeah. That was kind

of unique, situation for me.

Eric (31:00):
Yeah.

Crystal (31:00):
It's always neat to see how how people came to BNI.
Like, what brought them to thethe space. Because if you're
there, you're ready to grow.What's nice is, like, having the
like minded entrepreneurs, andyou were able to express, like,
you have these other people thatyou can give, like like Mike and
Regina and the resources thatactually make you look better

Mhmm.

Crystal (31:22):
As an entrepreneur because it's you are a
solopreneur. It is you, but youalso have these resources that
kind of are you plus. Yeah.Yeah. So that leadership can
also include, like, bringingother people with you.

Exactly. And then that's, going back to, like
what leadership traits for BNI,because we've kind of glossed
over that. The structure of BNI,like that is a big trait that
kind of doesn't get enoughcredit, I guess, is the best

(31:57):
word. You have to havestructure. If you don't have
structure, then the everything'sfor naught.

Eric (32:05):
Yeah. I guess I mean, you know, I think there's a few
aspects with with with leashbecause there's the kind of
leader that's, like, you know,the inspiring leaders of too
that really kind of motivatespeople, but then there's also
the structure side of thingstoo, which is really both things
are pretty equally importantbecause if we don't have
structure, then it wasmotivated, and everyone's kinda

(32:26):
going in every

Yeah.

Eric (32:27):
Different direction. Right?

Yeah.

Eric (32:28):
And, you know, it's kinda like they're like, yeah, we're
gonna move a 1000 miles per hourin the wrong direction. Right?

Mhmm.

Eric (32:33):
And then but if you have the the but the, the structure
now that kind of, like, guideseverybody. So everyone's
motivated, but then they're alsokind of

Moving in the same direction.

Eric (32:43):
Being guided. Yeah. And that's, you know, that's been my
issue with other networkinggroups that that have been a
part of other ones. I just, youknow, it it either just feels
like a, you know, morningbreakfast or something, like,
morning hang out with

And as Wes, used to say, or does say or whatever,
it's a good way to write off ameal.

Eric (33:04):
Yeah. Yep. Yep.

Crystal (33:05):
That that's the bare minimum, or you could make a
little bit more out of it. Yeah.

Eric (33:09):
Right. For sure. Because that's what most most of them
don't really have is a whole lotof a whole lot of structure. And
that's, I mean, that's whatinitially, like, really drew me
to b and I was just the amountof the the amount of, structure
that's involved. And that'sactually why it's so important
to kind of have everything,like, all your all your ducks in
a row or whatever it might be inchapters, like, in chapter,

(33:34):
chapter meetings.
Because, and because I've I'veI've heard from from some people
when something maybe doesn'tdoesn't, run smoothly. I've I
heard from, like, a guest orvisitor that was, like, hesitant
when when something happened orwhatever, and they're like, I
got a little bit hesitant when Iwhen so and so did, you know,

(33:56):
this kind of thing because therewas, like, a little one like,
the the whole meeting is great,and then there's, like, one
little issue on it. And thenYeah. Then that sends out. It's
kind of like, you you know, whenwhen when you stub your toe on a
on a on a on a chair orsomething like that, you don't
go, the rest of my body feelsamazing.
No. You don't say that. You goyou start complaining about that
your toe hurts hurts a lot. Andso and I think there's maybe

(34:19):
some similarities where in yourin your chapter, if there's an
issue, everyone's gonna focus onthat issue. Mhmm.
Right? And so that's why andthen people like, oh, they're
not that structured. And it'slike, everything was perfect
except for this one little thingthat we're gonna get. You know?

I I think, I don't know if you're talking
about this, but it was only acouple weeks ago when we were
doing the changeover of theleadership.

Eric (34:40):
Well, that's that you know, that's all kind of the
hard that's when the Biden thatthat I'm what we've been kind of
learning is, like, man, thisthis is,

like There's

Crystal (34:47):
a lot more involved than we realized.

Eric (34:49):
Yeah. Yeah. There really is. That's why ever I think
everybody needs to servepresident or vice president or
somewhere in the the top threeleadership at least once. So
that way you have anunderstanding of, like,
everything that really goes.

Crystal (35:01):
Maybe. I don't know Doug Doug Copeland.

Eric (35:04):
I think that's a hard no. People that

Crystal (35:06):
are, like, a little probably predisposed

Eric (35:09):
to better leaders. I think

Crystal (35:11):
We love them, but I mean

Eric (35:13):
It it it's it's good to do at least

Crystal (35:15):
the capacity.

Eric (35:16):
It really is. Yeah. If you have the capacity, because it
really gives you a strongappreciation of, like, really
what goes into it and what goesinto, like, even at even as, as
a member. Sometimes I know somelike in in, you know, when you
first join as a member, youknow, you're you're you're

(35:36):
overwhelmed. Well, that, butthen you're also required, like,
hey.
You know, we gotta you gottahave set one to ones with all of
these people. Structure. Yeah.Set one to ones with these
people. And well, I've heardsometimes, well, why aren't
these people reaching out to meand stuff?
It's like, because they're doinga lot of is what it is. There's
a lot of things that they'reworried about. It's, you know,
Yes. They're worried about youas a brand new member, but,
like, there's a lot more thanjust that. And so it's like, if

(35:57):
you're a brand new member, like,yes.
Set the one to ones with thosewith the vice presidents. They
may or may not reach out to youor the president, whatever it
is, because they're busy with alot of different things just
kind of, like, keeping the thekeeping the chapter, like,
structured.

Crystal (36:11):
You

Eric (36:11):
know? It's like a it's like Between the lines. Yeah.
Exactly. And so

Crystal (36:15):
With 45 people right now is what we have right now.
It's a little bit morechallenging because you've got
the time management and makingsure that everyone's got their
roles under control. But, Imean, I think so far, we've been
doing pretty good.

You've been doing great. Like, we right on
time. What? Yesterday? Yeah.
It was yesterday.

Crystal (36:33):
Yeah.

So which, you know, when we had the visitors
from the other chapter, theywere amazed.

Eric (36:38):
What was when you know, I've I've heard that before, and
it's funny because I this hasbeen BNI has been the only BNI
chapter I've ever been for. Sothis is my it's my only, like,
experience with it, And I I'veI've I've learned that, like,
you know, hitting the time markhas been probably one of the
least concern. We've we've neverbeen, like, we gotta hit our
time. We're not, like, focusingon that. No.

(37:00):
That's the only reason we'vebeen able to do that is because
of the the the leadershipstructure that's already been
put in place for our chapter.Like just from from from, the
training that we receivedbeforehand, it wouldn't have
been been possible. I think we'dbe all over the place without
having those that that structurealready put in place by past

(37:24):
Yeah. Members. Right?

Crystal (37:25):
And, honestly, even the director's training that I've
been taking is actually helpingme even more because there's
there's so much within BNI thatit's like, to learn it all, it
takes a little while. But divingin deep, like the the business,
app, like, to be able to try outsome of those, like yes. There's
podcasts. There's trainings.There's if you if you really

(37:45):
wanna get into b and I, there'sa lot there for you.

Eric (37:48):
Yep. Yep. On the education side on that. Yep. Oh, yeah.
Totally. And, but, yeah, the thethe structure, is such an
important for part of just ofbeing a being able being able to
equip yourself actually to be agood leader. Mhmm. And so

Crystal (38:08):
Being able to pitch yourself in a short period of
time, like, that confidence ofspeaking in front of people that
you build. Like, you can see itwith the new members when
they're a little timid and shy,and then they're, like, super
nervous before their firstpresentation, and you're, like,
I remember that.

Eric (38:22):
Oh my gosh. My yeah. My first that's that's been one of
the huge one of the biggestprobably growth aspects for
myself in BI is, like, the firstfirst commercial I ever did, I
was, like, petrified. Yeah. I'veprobably looked like a self

Crystal (38:36):
I saw Suzanne's eyes just bulge when

they told her she

Crystal (38:39):
can present now. She was like, oh, man. Yeah. I
guess, like, you can do this.

Eric (38:43):
The first time I presented, I literally I I
probably changed my underwear afew times and such too. Like, it
was, like, the 94. Like, Ipracticed a couple of times

Crystal (38:54):
Yeah.

Eric (38:55):
Whole day for, like, this 8 minute, you know, the 8 minute
presentation, and, like, I was,like Sweat terrified. I was
like, Amber, and you talk. Like,getting through you know, trying
to, like, get through this and,like you know, but it's it's
it's it's so helpful to to kindof push push through that. One
thing I've kinda noticed that band I just naturally does Mhmm.

(39:16):
It starts you off with the 32ndcommercial,

which

Eric (39:18):
you petrified. Well, that's a lot easier than 8
minutes. Yeah. Right? And so itkinda starts you off there, and
then you kinda go through theother stuff.
And then then you

Well, what's nice is we also have the
spotlight. Mhmm. And And thespotlight. Uh-huh. It's everyone
everyone that's new usually getsat least a spot at least one
spotlight before they present.
So Yeah. They end up getting aminute. So it's a little bit
longer. Not not not too muchlonger, but a little bit longer.
So they have that little bitmore confidence.

Eric (39:47):
For those that for those that that that don't know, we
our chapter, we do 30 secondsbecause if we did a minute,
there'd be no way to keep ontime. Yeah. And so that's why I
know a lot of chapters will do60 seconds because there may be
smaller chapters, and they havethe time to be able to to do
that. That's why we do 30seconds, but we do have, 2 60
second spots, basically.

Crystal (40:09):
And then 2:8 minutes. Right.

Eric (40:10):
And presentations. Right. And and, you know, what what's
kind of interesting on on withso the way that those two spots
kinda work is we have aspotlight, which is assigned by
the membership committee to kindof decide, like, okay, who's who
has the next spotlight?

Crystal (40:25):
Someone that needs to be highlighted.

Eric (40:27):
Right. Someone, maybe they're low on referrals or
they're they're a new member,that sort of thing to kinda give
them that that extra time. Andthen the other one's a a trophy
winner, which I know a lot ofchapters, do. I don't know if
every chapter does trophies ornot.

Crystal (40:40):
I don't think every chapter does, but it is in the

Eric (40:43):
Yeah. Structure. And what what what's there's I noticed a
trophy does a few things. Soone, it gives an extra member of
that 60 seconds. Right?
But one thing it does, too,though, is the person that had
the trophy, that that had thetrophy that got that 60 seconds,

(41:04):
they there's there's a certainlevel of extra attention that
they have to do now. Right?Because then they have to award
the trophy. Right? And so itactually kind of helps train you
to pay attention better.

Crystal (41:14):
Yeah.

Eric (41:14):
Right? If you're maybe you're you know, because there's
a lot of people in the room.It's like how you kind of

Crystal (41:18):
You're forced to engage. Yeah.

Eric (41:20):
How do you how do you kind of, like, really kinda pay
attention on on on everybody? Or

other members.

Eric (41:25):
Right. It it could be it can be tricky at times, and that
really helps, like, really tunethat side of your brain to kind
of pay attention and, like, andmaybe if you're not used to
writing notes, you'd starttaking more notes and stuff too.
Right? And it kind of, like,trains you that, to to trains
you to do that. And I I sothere's a lot there's there's so

(41:46):
many, like, subtle things that,I never kinda really realized
until, like, I I thought aboutor experienced it myself, and I
think it's pretty cool we'reable to kinda bring that to
light actually here too.
So they and, again, it's allthis structure. There's a

Crystal (42:03):
really cool part about leadership too is where you can
see where people might need somesupport, and maybe someone is
terrified of giving apresentation. I had at the
director's meeting, there wasthis person, and they had been
stalling on finishing theirtheir, passport program because
they didn't want to present. AndI said, well, what if you
allowed them to have half of thetime to present? Or what if you

(42:26):
helped them present? Because Iknow in our chapter, we can help
people run their slides andkinda make the presentation a
little easier.
But, also, just, like, there'ssome maybe ways to maybe make it
a little easier like a babystep. Like, maybe they only want
4 minutes. And

Eric (42:40):
I think that's a great way to kind of approach that too.
Right? So someone who's who'sbecause you really you should
present because it is a growththing. You should be be become
comfortable into doing that.Only way to do it is just to do
it.

Crystal (42:52):
Yeah.

Eric (42:53):
And But

I've I've found that out. Not not so much in in
our chapter. Like, I was whatwas called a ground safety
officer, and I had to present infront of a what was our
squadron? It was probably a1,000 or a couple 1,000 marines.
Yeah.
That was a little nervewracking.

Eric (43:14):
Yeah. So That's like yeah.

Crystal (43:16):
That's Ripping off the band aid.

Eric (43:18):
Yeah. It's like another level right there.

You're doing it. So I'll be quite honest. Like, I
think the first BNI presentationI practiced twice, maybe once
and my commercials. The 1stweek, I practiced a couple
times. After that, I've writtenI wrote I have a couple of them

(43:42):
wrote now written wrote inwritten out.
But for the most part, I justkind of wing it.

Eric (43:51):
Yeah. Yeah. I mean, I think it's I'd say, you know, it
takes practice and you kind oflean into kind of what maybe I
think you feel is gonna help youperform the best, I guess. I
mean, I'm not someone that canthat can wing it. I'll just
stutter and and and

I take too long. Yeah.

Eric (44:10):
I'd be all I'd be all over the place kind of kind of
winging it.

Crystal (44:13):
A good laugh for you, Jason. That's right.

Eric (44:16):
So for me, I always I script my my commercials out,
and, you know, I I don'tnecessarily go word for word on
it, but it wanted I mean, thathelps me with timing a little
bit too, because I really try tokeep to that that 30 seconds as
much as as much as possiblebecause it's it's respectful and
not to as much, you know, tokinda keep to whatever time
you're allotted. And, you know,but I think just back to the the

(44:42):
the people being afraid to,present, you know, that's I
think something that's reallysometimes the obvious thing to
say is kinda probably gonna makepeople what's most appreciative
of it. So, like, that might besomething for either on
membership committee or maybevisitor hosts. Like, hey. You
know, if you want, we could doto kinda mention that.

(45:05):
If if you're really nervousabout it, you know, we could
give you half time and maybesomebody else gets 12 minutes or
something like that. Yeah.Right? I don't know.

Crystal (45:11):
Have someone hop on and give a testimonial about you.
Like

Eric (45:14):
That that's a good idea. Q and a, I think, is kind of a
good way to fill in extra timeas well. So, like, if you do 4
minutes, talk about what you do,and then do another 4 minutes of
of minutes. That would be wortha question.

Crystal (45:24):
Our chapter. Yeah.

Eric (45:25):
Yeah. I think that's a kind of a great way to kinda
fill that extra time so you'renot filling in, like, 8 minute.
And you know what? Honestly,that 8 minutes is not 8 minutes.
I think time speeds up.
It does say it really does.Everyone else, it's normal.

I thought I

Eric (45:38):
speeds up. And when I'm just like, what the heck? I'm
already at 8 minutes. I'malready I'm like, it feels like
it's been 3.

Crystal (45:43):
Which is why we always have to warn everyone because
they're like, 2 minutes. What doyou

Eric (45:47):
I know.

It's flashes my last presentation, like, Eric
chimed in in, like, 2 minutes.I'm like, yeah. I got my my
thing. I'm like, wait a minute.What?
Like, I thought I was gonna havetime for questions and answers,
but, like, I hit it right on thedot. Yeah. Like, I finished
right on the dot. I was like,okay. I don't have time.
Got it. Alright. Like

Eric (46:05):
so, like, if you're worried about 8 minutes

Crystal (46:07):
for 1 to 1. Yeah.

Eric (46:08):
If you're worried about 8 minutes, that it it's not gonna
feel like 8 minutes. Yeah. It'llfeel like

Crystal (46:13):
But when it's your first time, it feels like 30
hours.

Eric (46:16):
That's true. Yeah. That that's that's true too. It just
feels like it's taken ages.Yeah.
Yeah. I mean, but I think that'sa good way to kinda kinda ease
people in a little bit is iskinda just talk with them and be
like, hey. How can we how can wehelp you?

Crystal (46:28):
Mhmm.

Eric (46:28):
How can we support you? And actually just ask them that
question because they probablyare not going to ask that.
They're gonna feel like, okay. Igotta match up.

Crystal (46:35):
They might not even admit that they don't want to
present.

So also what I've another idea and what I
could be a potential if theydon't wanna present, It is kind
of a mind game because we we doZoom for the most part.

Eric (46:53):
Mhmm.

If they're on if they present on Zoom, they can
just block out the people. Sothey're not seeing anyone
staring back

Crystal (47:00):
at them.

Eric (47:00):
Mhmm.

So they could just full screen it and just
like, they're practicing havinga conversation with themselves.
Mhmm.

Crystal (47:07):
Finding a better fit for them might be a good step to
do then in person later.

Or record it Mhmm. And just play the video.
Mhmm. Mhmm.

Eric (47:16):
Or you can just be like Jason, just presenting in front
of a 1000 people

Crystal (47:19):
and you

know, with

Eric (47:20):
a band aid and then That

was that was a horrible presentation, by

Eric (47:23):
the way.

Crystal (47:24):
As long as he doesn't make me do push ups, we're fine.

Eric (47:27):
Well, that I

I wanna see that now. No. But that was a horrible
presentation. Like, I wasn't Ihad practice and everything, and
that's when I realized I'm notvery good when I sit there and
practice for too long becausethen I'm overthinking
everything. So I just have tofly by the seat of my pants.

Crystal (47:43):
So say cancel, cancel.

Cancel, cancel?

Crystal (47:47):
So when we say you said I had a horrible presentation.
What about it was a great growthopportunity?

Well, that too. Yeah. It it I did grow.

Crystal (47:59):
You did. I'm sure. There's always a positive
something.

Yeah. I did grow.

Crystal (48:03):
And I'm I'm sure even though it felt like that to you,
sometimes when we're presenting,like, there's this internal
pressure where it's like like,oh my gosh. I have to say the
right thing. I have to do theright thing. But they People

Eric (48:13):
are gonna remember this forever. Yeah. They're gonna be
quoting it for 30 years fromnow. Remember, no.

Crystal (48:18):
Reign in my every move. Like, they're gonna notice if I
move my pinky. Like like

No. Like, I I knew I was gonna get some flack
for that, afterwards, and I did.And I loved it because, well,
that's what we do. So

Crystal (48:36):
It's camaraderie.

Yeah. It makes you better. Mhmm. Makes you
better at the end.

Crystal (48:40):
Yeah. Well, I don't think any leader is going to be
able to lead from the frontwithout going through some of
those challenges or obstacles.

Mhmm. Oh, yeah.

Eric (48:47):
Well, I think how you kind of respond to a lot of those
those those challenges as welltoo. Like, I think, you know, if
if something's not your your topforte on on handling something,
you can kind of, you know, showa bit of honesty on that as well
too. And and because if you Imean, if you kind of hide it,

(49:08):
people will kind of see throughit or whatever or you respond
like, I did great. You know, youkind of get defensive or
something like that. You'relike, oh, relax.
You're like you know? So I Ithink I I think we're all
growing in one way or another.Sometimes we're some people are
just better in certain areasthan others. It's just kinda
just depends

Crystal (49:26):
on what and I, we've all been there. So there's a
certain level of, like,compassion and understanding
because it's like, you could dothis. Like Yeah.

Go get them. You you gotta find the humor and
humor in everything.

Crystal (49:37):
We know you find the humor in everything.

I find the humor in everything because, well,
life's too short.

Crystal (49:42):
Yes. I love that. Like,

if you can't laugh at it, then what then it's
not you I don't know. It's justif you can't laugh at it, then
what's the point? Mhmm. That'spretty much my my look at it.
Like, it's not even real if youcan't laugh at it.

Crystal (49:58):
I literally told Eric before you got here, we're gonna
anticipate laughing on thispodcast. There's there's no
doubt about it.

Yeah. Absolutely. Like, you have to
laugh. Like and I get again,that I keep going back to it,
but I spent 16 years in there.So when you're in the Marine
Corps, any military branch orpolice, firefighter, anywhere
where your life is threatened atany point, you have to laugh.
Otherwise, you're just going tocollapse on yourself.

Eric (50:29):
Yeah. So

Crystal (50:30):
Like, almost like a energetic release from all the
pressure and stress and, like,just some way to stabilize and
Yeah. Maintain some balance.

Exactly. Yep.

Eric (50:41):
Well, yeah, I think that also kinda helps you kinda just
move past whatever whatever itwas. Mhmm. Right? If you, you
know, botched a presentation orwhatever, okay, laugh about it,
move on, people will forget. Andthen the next time you do
another presentation, it'll bebetter because you've grown a
little bit since then.
Right?

Crystal (50:58):
And you're psychologically hacking into the
oxytocin and the serotonin tokind of force yourself out of
that little bit of a,frustration.

Yep. See, I can always count on you for the
neurological.

Crystal (51:14):
Yes. Lessons. Exactly.

Eric (51:16):
Yep. Yep. Yep. So, Jason, if if somebody wanted to get in
contact with you to maybe askyou have a one to one with you
or or ask you more aboutleadership stuff, you know,
like, a leadership experience inthe military, whatever might
might be, how would they dothat?

They can give me a call at 760-755-4980. That's
my direct line to my cell phone.Or they could shoot me an email
at jkulinski,kulinski@hometeam.com. Or if
they wanna schedule, they can goonline at home team dot com

(51:56):
backslash north San DiegoCounty.

Eric (51:58):
Great. Final thoughts, guys, on leadership?

Crystal (52:02):
It was great having you here today. I don't know. Final
thoughts. It was a great Ireally enjoyed this one.

Eric (52:09):
Yeah. I think so final thoughts for me, I think, is if
you are are from a BNIperspective, if you are in a in,
like, a leadership position of,of some kind, you have new
members to talk to thosemembers, especially if you
notice that they're kindastruggling, like and and and
don't be afraid to not ask themhow can how can I help you? How

(52:33):
can I help support you in thechapter? I think the 7 month
review is, like, a perfect theabsolute perfect option is why
it exists. But even before that,you know, it's like someone's
kind of struggling already.
We don't wanna necessarily waitfor them to reach that 7 month

Crystal (52:48):
renewal. Communication.

Eric (52:49):
I feel like it's kinda more of like the the final
lifeline, if you will. So andand even if you are maybe you're
not in a leadership position,but you're a member in the
group, but you maybe you haveexperience. You've just been
been a member for a long a longtime and you see somebody
struggling to, talk with them,have a one to one with them and
and and ask them, like, I thinkstraight up is is fine. Ask

(53:11):
them, like, hey. How can I helpsupport you in the chapter?
Maybe you don't call them outexactly specifically it is, but
you open up the door for them tokind of, like, open up to, like,
well you know? And then theymight then say, yeah. You know,
I'm kind of struggling a littlebit. Like, I don't quite
understand this. I don'tunderstand that or whatever it
might be, which is very commonthing when you're brand new
members.
There's so much that kind of gogo goes into it. And I think,

(53:34):
you know, the the the trickything is is when leadership
changes, like, what we justkinda went went through, it's
like we're we're learning stufftoo. And so now new members come
in. They're like, they'relearning. We're learning.
Everybody's learning. So we'reall kind of just like, what do
we do? You know?

You should always be learning, especially
as a leader. You should alwaysbe learning. So, like, but
leadership leaders need to havesome humility as well. Mhmm. And
don't take everything soseriously.
Mhmm. That that that's thebiggest thing that I've learned
is you just can't takeeverything so seriously. You
have to just kind of step backand evaluate everything and be

(54:12):
like, okay. Wait. Well, let'sreevaluate and just push forward
and get everyone on the sametrack, and everyone goes in the
same direction at that point.

Crystal (54:26):
So hold yourself accountable, but have fun along
the way. Yeah. Yeah. Of course.

What what's life without fun?

Crystal (54:32):
Some joy in the journey. Yes. Absolutely. Well,

Eric (54:35):
yeah, I mean, that's, you know, the best way to kind of
some of the best, like,educational related things are
the ones that are the most fun.And comedy and just is kind of a
a good way to include that inanything. Mhmm. And so I think
if you take things tooseriously, you kind of eliminate
any kind of comedy aspect on, inwhatever situation it might be.

(54:57):
So, but, yeah.
Well, great. Thank you so much,Jason. If you guys, got value
out of this episode, if you knowsomebody who maybe is struggling
in some leadership position oryou maybe know, a member that
is, you know, struggling in inBNI, this could be a great

(55:20):
episode so that they, one, theydon't feel like they're alone,
honestly, because a lot ofpeople that go kinda through
this. Like, if you're strugglingin in kinda BNI, you're trying
to figure everything out, knowthat you're not you're not
alone.

Crystal (55:30):
Yeah.

Eric (55:30):
Don't Talk to your leadership, team, and and ask
them, hey. I'm struggling inthis area, struggling here, but
just know that you're you'redefinitely not alone in that.
And so if you know someone likethat, share this episode with
them. This is how we grow thisshow. This is one of the the the
most effective ways to grow growthe this this show, and it helps

(55:51):
your friend out as well too.
So thank you so much for forlistening, and I'll see you in
the next episode.

Crystal (55:57):
Thank you for joining us for the business boost Hour.
My name is Crystal Pravette, andthis is Eric Buells. Thank you
for joining us, and don't forgetto document your single CEU. See
you next time.

Eric (56:08):
See you in the next episode.

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