Small Workplace Shifts That Improve Health and Longevity | Ep. 272 - The Aging Well Podcast

Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:05):
Welcome to the Aging Well Podcast, where we explore the
habits, innovations, and big ideas that help us age with
health, purpose, and joy. I'm your host, Doctor Jeff
Armstrong. In this episode, we connect
personal well-being with the environments in which we work
and live. My guest is Bernard Youngblood.
With a diverse background spanning finance, sales,
marketing, and nonprofit leadership, Bernie has a unique

(00:26):
ability to see the connections between corporate success and
community Wellness. Through his work with Hot Logic,
he champions practical solutionsto workplace Wellness, showing
that even small changes like replacing a break room microwave
can boost productivity and well-being.
And through initiatives like Hope to Give and Single Not
Alone, he's helping bridge the gap between individual health

(00:48):
and social good. Today, Bernie will help us
explore how rethinking our environments from the break room
to the boardroom can help us alllive healthier, create stronger
communities, and age well. Well Bernie, welcome to the
Aging Well podcast. You have such a diverse careers
across finance, sales, marketing, nonprofit leadership.

(01:08):
How has that journey shaped yourperspective on well-being and
aging? Oh, well, Jeff, I, I appreciate
the opportunity. I love these this program.
I love the subjects that you're talking about.
I think they're, they're important subjects.
The, for me, my, we're all on our own journeys, of course,
right? For me, I reached a point in my
life where I decided it was timeto give back.

(01:32):
And we all have, we all have gifts right to share.
Hopefully the, hopefully we havethe opportunity to discover what
those gifts are. And I reached the point where I
wanted to address a single question.
And this is related to a number of subjects, but I wanted to
find the intersections between for profits, nonprofits and
artists communities and spend the rest of my life in that

(01:55):
zone. Because I believe I reached the
conclusion at that point in my life that some of the greatest
challenges we faced resulted from us not understanding the
role each of those audiences play in our lives.
Artists are here to inspire us for profit organizations source

(02:16):
or byproducts services. They're in business to make a
profit by definition and and nonprofits are here to shepherd
all the clauses that we hold dear.
But we and then there's there ofcourse, are bad actors across
all three audiences. But I don't believe in our

(02:36):
modern world, each of those enterprises has really reached
their full potential individually being exploited in
any number of ways. And of course, the helping,
particularly to the podcast, theimpact this is having our health
and Wellness is dramatic. We are being particularly in our
culture with the systems that have been that have been set up

(02:58):
to exploit us. We're being, we're being raised
to, forgive me, in the vernacular, the the end goal is
to make us fat, dumb and slow. And if you look at the, the food
systems, medical systems, the the stress and noise of everyday
life, all of these systems are set up with those goals in mind

(03:20):
and which leads to some scary conclusions.
But I don't know if that, I don't know if that answers your
question, but the that's where I'll begin.
Begins to lay the groundwork. So what first sparked your
interest in workplace Wellness and this connection with aging
and productivity? Well, so like most young and
stupid people, I believed when Iwas long, long time ago, when I

(03:43):
was a youth, I believe I was invincible like most people.
And I think a lot of it's not exclusively American, but it's,
it's it's ingrained within our culture.
We believe our bodies are machines and we believe in many
cases those machines are titanium indestructible, and we
can eat whatever we want to eat and drink whatever we want to
drink. And who needs sleep?

(04:04):
Our culture abhorres sleep, which is that's a whole thing.
And so I was living my life. I was living in New York at the
time and everything's fine. And I suddenly realized it came
to the inevitable conclusion that I was lactose intolerant at
the age of 3031, I believe it was.
And I found myself not able to consume cheese or milk, grain,

(04:24):
dairy products and how this happened.
And after years of research digging into this, I came to the
conclusion that was, it was sodapops that did it for me.
And I won't name names, but these are horribly corrosive
beverages. And the effect that has in our
digestive system is dramatic. And people don't talk about it.
I don't care if it's diet or notdiet, It's horribly corrosive.

(04:47):
The people folks don't. And as I, as I studied it and
studied it, I, I think that something that, that folks, and
the effect on workplace Wellness, of course, is dramatic
because we consume a lot of sortof popular world.
But folks have lost sights of this idea that depending on
which God we pray to, right, human beings have been on the
planet for either 7000 years or 300,000 years.

(05:08):
We can talk about the details ofthat later.
But in that time, let's just take the 7000 year example.
In that time for the 1st 6950 years, maybe called 6900 years,
we did not have soda pop. But the first 6900 years of
human existence, we did not haveenergy drinks.
We did not have all these wonderful snacks.
We did not have any of this foodfor the bulk of, of human

(05:31):
existence. We were raised on proteins and
berries and various twigs and such, right things that we could
scavenge and agricultural rudimentary farming for the 1st
6900 years of human existence. And then in the past 100 years,
and only in only 100 years, we have introduced, I'm a big RFK

(05:52):
junior fan of course here as youknow.
But we have in that past 100 years, we have introduced how
many 10s of thousands of additional chemicals into our
food system. And so our, and we can have a
spiritual argument or we can have a medical argument, I don't
care. In only the past three
generations, we have introduced 10s of thousands of new
chemicals into our digestive system, a digestive system that

(06:15):
was never intended to be exposed, let alone digest any of
these chemicals. And of course it's led to you
look at all the rates of cancer,diabetes, Alzheimer's, to say
nothing of the, you know, all the other chronic diseases,
autism and whatnot that have allgone, You know, it's all hockey

(06:35):
stick growth, all the charts across Gee, Gee, oh, I wonder.
I don't know what could have caused it.
So long story long, I, I started, I modified my diet to
keto caveman. Call what you will today.
I for the most part, where I found healing was to return to

(06:57):
the diet that the that our previous generation subsisted
subsisted on. If it didn't exist in the year
0, I shouldn't eat it. If that product didn't exist
2000 years ago, I shouldn't eat it because my body was never
designed. Designed or evolved.
You pick to digest it and I eat as much as I want and I can't, I

(07:40):
don't have the, I can't gain weight because I believe and
everyone has their own challenges and everyone has
their own journey. If you if if your digestive
system is functioning normally, these are challenges, chronic
disease and such, these are challenges that you should be
able to avoid. Yeah, I think I would take a
step further and say if it didn't exist 100 years ago, you

(08:01):
probably shouldn't be eating it.Yeah, because, yeah, we could
make me make the case. There are some foods that have
been developed, you know, natural foods over the last 6000
years or so that, you know, 1000years or so that are still
relatively healthy for us. But then the stuff that we've
put in food lately just blows meaway.

(08:22):
And, and I heard recently about how like our cereal companies in
this country. Now, again, I won't name any
names like you. I've, I've named names before on
this podcast, but you know, and basically you can search any
big, you know, product producer,you know, producer of, you know,
fast box cereal. The, the products that they

(08:44):
ship, they make in the US and ship to Canada are vastly
different than the ones that they retain here to feed our,
our, our kids. And that's OK with our, our
government and the powers of B that it's OK that, you know,
it's it the FDA says that they are, they're, you know,
generally safe for, for consumption.

(09:04):
So because they're generally safe, it's OK, but a country
that says we won't use those products gets that made for
them, well, why not just make what other countries think is
healthy for our people to do? We need to Add all these extra
chemicals. I, I hate to use the word
conspiracy because it's become acliche.

(09:27):
Every conspiracy comes true, which just takes nine months.
The but having my own personal experience with that, as I
mentioned, in my 30s, I, I became lactose intolerant, still
am to this day. But I can tell you, in fact, I,
I've also lost my ability to digest alcohol, lost my ability
to, to consume cannabis. And we can talk about cannabis
too. And that's a whole separate

(09:48):
thing. The but last year, on the
occasion of my 30th wedding anniversary, we took a trip to
Italy and you've heard these stories.
And while we're in it, while we're, while we were in Italy, I
thought, well, let's test this food system because I've heard
that it's different. And so we're there, we're there
for three weeks and I sampled pizza, cheese pizza, not vegan

(10:12):
cheese pizza, real cheese pizza.I love vegan cheese pizza.
I think it's great, but real pizza, Gelato in all the things.
And for three weeks I had pizza nearly every day, Gelato nearly
every day, and anything I wantednearly every other day.
And I'm here to tell you I had 0adverse impact, zero.
It was perfectly fine. So and I, I'm not a scientist, I

(10:35):
can't draw any hard conclusions from this, but I can I I'm here
to testify that our food systemsare different.
Cheese in this country is not the same as cheese in Europe.
So when people say they're lactose intolerant, are they
really lactose intolerant? Are they just American cheese
intolerant, American dairy intolerant?
And then on that subject, because I went to Michigan State

(10:56):
University and I'll name that name because that's where I met
my wife. And I thank them for that.
But Michigan State University, land grant university known,
well known for agriculture, right?
And God bless our scientists. They're doing the Lord's work.
The butts not to call them out because everyone is everyone.
Everyone is seeing this unfold. We started with in this country,
we set a goal decades ago to feed the world we predicted that

(11:19):
population explosion would lead to starvation.
And so we set a goal to develop agricultural systems that would
be able to produce the food thatwould of course, enable us to
feed a growing population acrossacross the world.
And we and we accomplished the goal.
Mission accomplished. And I use that term in the
vernacular on purpose. We fed the world.
Congratulations, Pat ourselves on the back, right?

(11:40):
But how do we do that? I think in the coming years and
then this has already come out and we're going to see more of
it. What we focused on were grains
and vegetables and such that were drought resistant, insect
resistant and fast growing, among other things.
Well, I'll, I'll ask the question because I don't know if
we're really being serious aboutthis.
I don't know if this question has been asked often enough.

(12:03):
How much consideration did we give to whether or not that
agricultural product could be digested by the human body?
We were concerned about insects,we were concerned about drought.
We were concerned about how fastit would grow, but how much
consideration was given to whether or not our bodies would
be able to digest that food product.
And I, I, I use this analogy allthe time.

(12:25):
We are because we've seen the data's already started to come
in organic vegetables and fruitsand all these things.
And, and that's a whole thing all over itself.
But I, I pose this question to folks all the time.
Are we approaching a time in ourhistory where that red ripe
tomato at the grocery store willhave less nutritional content

(12:49):
than that bag of potato chips? And I'm dead serious about it.
And how much consideration are we given to the nutritional
content? Whether we can digest it is one
question. Whether it has any nutritional
content is a separate question. Are we given serious
consideration to that question? And then coming full circle to
workplace Wellness, that's important because guess what?

(13:11):
Most, you know, it are we have an aging population spending
more and more, more time at work, which is great, 70's, the
new 50. And it's, it's when we're at
work that we're breaking all therules.
It's all well and good if you're, if you're able to work
from home, right? You have the benefits and, and
the burden of making your own choices.
And you know, we're all guilty of this.

(13:32):
And I have cookies in the cupboard.
I promise you. Well, when you're working from
home, you make your own food choices.
When you're working in an office, it's more difficult to
make your own food choices. You got those micro markets, you
got that bending. You have limited choices.

(14:05):
I think that corporations are not giving enough credence to
it. It's beginning, but it's only
just beginning. So it's all culture, right?
I think organizations are not given enough consideration to
providing options to their team members to be able to make
reasonable choices as respect tonutrition, health and Wellness
in the workplace where we're spending the bulk of our days.

(14:29):
The So it's it's going to becomepainfully.
And they've recognized, and I want

(15:01):
them to hear this. I think this this, I think this
is a good thing kind of as as controversial as it might be.
They recognize that if a given corporation is not providing
reasonable options for their team members to make reasonable
choices when it comes to nutrition in the workplace,
health and Wellness in the workplace, the health insurance

(15:22):
companies of those who are supporting those corporations
may consider raising their ratesbecause that population of, of
employees are going to obviouslyover time experience higher
costs if they're making poor choices, if they're not provided
the options to make better choices.
And you know, as we talked aboutbefore, this might be like one

(15:44):
of one of the fewest examples inhistory of the for profit
capitalist model being able to influence actually holistic,
authentically holistically good choices for health and Wellness
in the workplace in any, in any regard.
It's be it'd be very interestingto see how that plays out.
It makes perfect sense that the insurance industry would be

(16:06):
interested in keeping us well because that's how they make
money. I have no problem with paying a
reasonable amount to an insurance company to cover the
unlikely scenario that I get sick with something that's
outside of my control. You know, that's fine because
that's just protection and that's what the insurance
companies are doing. But if we expect the insurance

(16:28):
companies to not raise our ratesas we live increasingly
unhealthy lifestyles, then we'reeither stupid or, you know, we
we're stupid. It's just no other ifs, ands or
buts. I mean, we have to understand
that insurance companies are in the position of trying to not
have to pay out for us being unhealthy.

(16:49):
And if they can help us be unhealthy, be healthy, and we
make the steps ourselves to be unhealthy, insurance costs are
going to be less. They're still making money
because they're not having to pay out as much and we're
healthy. It's a win, win.
Oh yes, and as we age, our workforce is getting older.
These issues are going to becomeeven more pertinent because as
we get older, we got to make better nutrition choices in the

(17:13):
workplace or at home and let's talk about AI for a minute.
I I tell people the expression Iuse is thanks to the thanks to
the wonders of agile development, our technology does
not seem to be getting better. Fear or not, here comes AI.
I'm sure nothing can go wrong. My wife doesn't like AI because,
as she suggests, no Hollywood movie ever ended well, but well,

(17:34):
but AI is here. Can't put the toothpaste back in
the tube. Can't put the horse back in the
park here. It is something that we're not
considering. And I believe there's gonna be a
war for talent because while AI may you know, Microsoft, you
know, as they, they lay off a bunch of people.
So they're, they're in them. They're in the news, right?
And AI is certainly impacting their business, but is that what
this is really all about? AI performs wonderful.

(17:54):
AI can perform wonderful tasks, but AI is derivative by
definition. And as I like to say, AI will
never feed or feed the soul doesn't have the ability to.
It's derivative. It's based on what's happened
before. It's not original.
It can create art, but not, I don't believe it's going to
create the art that will inspire, but but AI does not
replace as suggested, art. Going back to the beginning of

(18:16):
our conversation, the artists that we're always intended to
inspire us and yet every single one of us has gifts.
I think we are so fortunate as to discover those gifts during
our lives. It is then our obligation to
share them with the world. But I believe speaking from a
biased perspective, people in the, in our generations, the
50's, the 60's, the 70s have a tremendous, tremendous

(18:38):
contribution to make to our culture going forward.
And an obligation I might add, because we screwed the world up.
We got to fix it before we hand it off to the next generation if
we're able to. And this, this goes back to
nutrition. If we still have the neural, if
we, if we have been a steward ofour neuroplasticity, right, the
ability to the ability to think right, We have a tremendous
amount of, of, of tremendous contribution that we can make.

(19:00):
We owe it to the generations of our our children and our
grandchildren to get uncomfortable, stay.
I like I tell people, get uncomfortable, stay
uncomfortable and grow and leverage AI.
These organizations, if they have not already, will soon
understand that is that if you find senior executives, seniors,
right, more experienced workers who understand perhaps a little

(19:25):
more perspective than younger generations how to steward those
tools, those AI is wonderful AI tools, right?
Because they have to be stewarded, they have to be
curated, they have to be shepherded, right?
They can't, you just can't. You can't let them run.
I use a lot of AI tools. I don't automate them because
that's we're not there yet, right?
But I believe folks in our oldergenerations have a tremendous

(19:48):
opportunity to serve in those roles, to serve as the Jedi, so
to speak, to use this Star Wars analogy that can help to
leverage the best of what these AI tools have to offer, right?
So let's in our generation, let's get uncomfortable and dive
in because we all went to those young generations to help fix
what, you know, what it is that we're handing off to them.
And I think it's tremendous opportunity so to go back.

(20:10):
To the nutrition aspect of this,if these organizations don't
understand that it's important to create a a culture that
respects their seniors who have all that experience, all that
very critical perspective to be able to leverage the tools that
are that are now being released into the world, those
organizations will not survive. AI completely transformative,

(20:34):
more transformative than the Internet, to be sure.
Got sales pitch because I'm a marketing person.

(20:56):
I think our generations along with the of course the, the, the
younger generations that can contribute to this, but
particularly our generations have the best chance of helping
this world into that next phase.So there I am, gratuitous,
gratuitously, in self-serving, in self-serving manner,
supporting our seniors, of whichI am one, because I get those
AARP mailings just like you do. Yeah, it's getting pretty early,

(21:21):
Yes, Yeah. But I don't see enough on a AARP
to really convince me that they're that interested in me
aging. Well, you know, it's interesting
you you've mentioned kind of corporate culture and I grew up,
my dad was a management consultant.
And so corporate culture I heardcontinuously.
But, you know, just kind of struck me that when we talk

(21:43):
corporate culture, we don't hearWellness really come up in
there. It's much more of, you know, the
culture for building a profit, not the culture for building
kind of a better workplace, a better work environment.
And, and there's a certain levelof that, but it's never from the
the aspect of Wellness as you know, what we label as our spies

(22:06):
model the spiritual, physical, intellectual, emotional and
social. It's if only if it's going to
drive the profits, only if it's going to drive productivity.
It's not concerned with the health and welfare of the
employee or of the public. And I'm unfortunately,
unfortunately true, but I which has been the case, which has
been the case for quite some time, I believe I, I'm gonna,

(22:30):
I'm gonna predict all, but there's a reckoning coming.
One of the things that the Internet has done, of course, is
release. It's a Freedom of Information
platform right now, everybody knows everything all the time,
which is not a great thing, but there are there are no secrets,
right, because the information is out there and the and and
kids and the Internet is forever.
So be careful which the when it comes to our corporations, the

(22:52):
bad actors among us, for those that don't place value on
culture, I believe there's goingto be a reckoning.
There was a shouldn't bring it on.
But there there was a website a long time ago, I don't think it
exists anymore, called after company.com.
And that's where people went to dish, dish on organizations that
that acted badly. And and it was a tremendous

(23:13):
resource for folks who wanted dirt, the corporations that they
were applying for jobs, which isa very controversial subject.
But in today's world with the Internet and social media, which
is its own thing, social media is performing much the same
function where corporations who act badly are getting quite a
lot of publicity. And as a marketing guy, again,

(23:35):
you know the old adage, all PR is good PR is not as true as it
used to be, as many organizations have realized as
they've made mistakes, which we won't name.
But the. So I believe there's a reckoning
coming where organizations are going to start paying a higher
price for acting badly during the during the COVID outbreak, I
believe for many of the horriblethings that happened, but there

(23:59):
were a few good things that thatdid accidentally occur.
Perhaps we, I think, became muchmore in touch with the causes
that we cared about. We were exposed, reminded of our
own mortality and bear, bear, bear witness to our to the
humanity that's all around us. So much like what happened
during the world during previousworld wars, we were reminded of

(24:22):
tragically. And I don't think folks are
going to tolerate bad actors as they are exposed.
And again, with the power of AI,it's going to be possible to
stand up and compete with big, big organizations with very
limited resources. You'll be able to compete with
very limited resources. And so the bad actors will be

(24:43):
punished, which is a good thing.Then they call it creative
destruction for a reason, because the when the forest
burns in the years that come, growth is what sprouts up.
And that's not a great analogy, but and we have to, you know,
you have to make way for what isyet to come.
And so there are organizations that will not adapt, they will

(25:06):
die. And there are certainly new, new
organizations that will, that will emerge to take their place,
which hopefully as they bear, asthey witness all these events
occurring, they will behave better.
They will. And then maybe a better way to
say that is they will recognize that it is role of any

(25:26):
enterprise as I like to say, to help their team members.
That conversation, so hopefully these organizations will

(25:48):
recognize that if you don't allow, don't, don't build a
culture, maintain a culture thatallows your employees to become
their best selves. They're gonna move on.
You know, we, we have example, we've seen examples, my clients
so seen examples best places to work kind of organizations where
Speaking of nutrition, health and Wellness in the workplace,
we've seen examples of best places to work kind of companies

(26:11):
not calling out any in particular where when it's time
to have lunch, there's a microwave or there's the door.
I go wander into the and my audience hears this all the
time. Go wander into the fast food
wilderness, you know, burger fry, soda pop, you know, food
coma at 3:00 PM go the snacks, energy drinks, garbage, garbage,
garbage. And the Psycho repeats and I

(26:33):
think that's going to come to anend in some short order because
AI is going to level the playingfield between the brands that
think that they are in invulnerable to this
competition. That kind of brings us to the
topic of hot logic. I love that topic.
How? Does a simple shift, like
changing how we heat our meals make a difference in the

(26:56):
workplace? It's something that I, I'm not
ashamed to say I talk a lot about that, about that subject,
what the the folks at how logic and family friends.
I got involved that organizationyears and years ago and I'm
involved today not because it's a great product.
It is a great product, but as as, as, as my audience knows,

(27:16):
I'm, I'm 100% cause oriented, believe in doing anything that
doesn't support A cause, right? A good cause.
And of course is the hot logic ties directly to nutrition in
the workplace. Because when you're in an office
working day by day, right, working hard, it's nice to enjoy
a hot meal from time to time. And then this microwave thing

(27:38):
microwaves. I tell people my microwave is
kind of like your ex-wife. You hate her and love her at the
same time. We're hopelessly addicted to
this technology, but it irradiates the food.
Burnt edges, cold centers, standing online, writing behind
Sally, behind Sue, because Tom'sgot a frozen lasagna and you
burn up 20 minutes of your breakjust waiting to get the chance

(27:58):
to use the appliance, which is acommunity Petri dish, which
nobody cleans who wants to. It smells loud and terrible.
It's really extraordinary to think and then again, going back
to going back to culture writ large, that this appliance has
infiltrated every every facet ofour lives that we live microwave
lives. We want everything now yesterday

(28:21):
would be better, but to be able to to have the opportunity to
work for an organization which is which is of course a small
family owned Christian organization based in West
Michigan made Michigan right made USA for for an organization
right that represents all these values in support of a clause
right. Nutrition health Wellness is at
the core of everything they do is labor of love.

(28:43):
Absolutely. But speaking directly to the to
the question and I can, I can talk about the hot logics
clients because they're clients Walmart so largest client, you
know, this is a product that is in their master spec every floor
of every building in the in the company headquarters, every
distribution center in in the country and rolling them out to
the stores this year, Walmart has standardized on this

(29:05):
platform. Why, why is Walmart tearing out
their microwaves and installing the hot logic products?
Because they recognize that health and Wellness is
important. Sure, we'll check those boxes,
but the honest truth is they recognize the opportunity that
it provides for productivity in the workplace.
It's again, sometimes capitalismmakes good decisions.
Being able to provide your valued team members the option

(29:27):
of a hot meal that's cooked slowly, naturally, fully
automatic AI, the whole thing being give them that option.
Not have to wander into the fastfood desert, not having to pay
expensive delivery, not having to stand on line waiting for
that irradiation device contributes to productivity,
contributes to the bottom line. It's extraordinary.
In addition to the health and Wellness of cooking slowly at

(29:47):
low temperature, you'll never burn the roof your mouth again.
I'm a real pitchman when it comes to this kind of this
product, but the it's an absolute labor of love that I've
enjoyed for years. So but the same time, it's still
one of America's best kept secrets.
The as we evolve the brand, so to speak, and join in with so

(30:09):
many in this technology title wave of AI.
The first you find the product at aioven.com, the it'll be
interesting to see how our culture continues to evolve to
accept products like this that are that are able right that
finally provide particular in the workplace the ability to

(30:32):
deliver, to deliver nutrition while it was right in the
workplace. So one might say we're on the
journey. The world's largest private
corporation is our biggest customer.
We haven't arrived yet. I won't be.
I won't be satisfied until there's a hot logic in every
office in America. Keep the microwave.
If you got to ZAP a cup of coffee from time to time, that's
fine. But can we please stop

(30:55):
irradiating our food? Can we?
Can we? I?
I got on my soapbox there for a minute.
I apologize. That's OK, I invited you to be
on the soapbox so we're good. So in your view, what are the
most overlooked factors in workplace environments that
quietly impact our long term health?
You've been talking about food. Are there other aspects?
Yes, yes, of the holla. How much time have we got?

(31:19):
So let's talk about now. Now there's a number of factors
here. So let's go take a step back
into time. The educational system in this
country well served us very wellfor a very long time.
It was designed, it was actuallybased on the German system from
what I'm told, designed to be able to produce work.
The education system was designed to go produce workers
made perfect sense back in the early close to 100 years ago

(31:43):
because we had to fill our factories.
We had to fill our offices, right?
There was work to be done. But something that it has not
done really well is to help our kids to become their best
selves. It told our children, you're an
accountant, you're an engineer, you're, you know, take your
pick, plumber, butcher, Baker, Candlestick maker, whatever.
It was never designed with the ability to identify.

(32:06):
Here's the key point. I'm a big Christian Bible
thumper, Jesus freak. I'm on the record.
There you go. I believe each and every one of
us has been granted gifts. And I think I mentioned before,
if we are so fortunate as to have discovered those gifts
during our lifetime, it is then our obligation to share them
with the world. That's it.
And make your decision for Christ.
But but I slipped that one in there.
But the education system was never designed to help children

(32:30):
identify what those gifts are. We all have them.
And I have examples of that. The imagine, if you will,
because I believe, and again, artists, one of my audiences, I
believe artists were sent to us to inspire us and go back to any
Italian artist you, you so choose, right.
During those days, Florence, right, Those artists inspired Da

(32:51):
Vinci and take your pick to solve problems that now would
have a very difficult time trying to solve.
Well, it's for large organizations.
You know, when the when the MBAs, when the when the
accountants move in, the first people they cut are the artists,
the creatives, right? If you don't fit, if you don't
fit a column and a row on that spreadsheet, you're gone.

(33:12):
And as a friend of mine once told me, all corporations stock
inevitably goes to zero. And we've seen countless
examples of this. You know, Kodak invented the
digital camera, right? And take your pick that there's
dozens more than I that I'm aware, but we but once these
creatives, these artists are mine.

(33:33):
They're everywhere. We are all we all have our
talents. One of these.
Once these artists are discovered by the accountants,
God bless them, but doing the Lord's work, they're fired
because what do they contribute?Steve Jobs, right?
Steve Jobs only college. Steve, the only the only
educational degree Steve Jobs can lay claim to his
calligraphy, that was his degree.

(33:54):
These artists are the ones that were intended to transform the
world. And as large corporations, who
you know, it's been proven time and time again, large
corporations don't innovate. They don't why they don't have
artists. As it's been proven time and
time again, these large corporations do not innovate,
right? I'm going to point, I'm going to
point to this and I'm wrong about most things.

(34:15):
I might be wrong about this. And I think we really need to do
a better job providing an environment and a cultural
within that workplace. A cultural environment that not
only not only fosters the artists among us, but also helps
them to grow, to become their bestseller because writ large,
even from a capitalist point of view, Apple's grown to be the

(34:41):
most successful company in worldhistory because of what Steve
Jobs did. You're going to show up at 8:00
AM. You're going to sit in this
cubicle, you're going to I had aconversation with a friend of

(35:02):
mine just recently telling me the story where she's, she's,
she's performing a very important task for the
enterprise. High risk.
The, the, the reports that she was creating could potentially
win the organization vast, vast numbers of business or at the
same time cost the organization vast, vast quantities of

(35:22):
business. And the only thing her manager
cared about was her time card and the manager being freely
able to admit, I recognize that if your work is not done right,
it'll cost us millions of dollars.
And I recognize that if your work is done right, it'll gain
us millions of dollars. But you know what?
I want you to account for every minute of your day and you're
going to be held accountable forevery minute of your day.

(35:44):
And I don't think that 30 minuteblock or that one hour block or
that 2 hour block was appropriate.
And you're not going to do that anymore.
These are just and this this goes to the podcast we want to
start called Workplace Nightmares, which you probably
can't do it because we'll be sued into oblivion.
But the if we if, if we think that we can serve five in the
world that is yet to come by telling our workers you're going

(36:07):
to sit in that cubicle exactly 8hours, 540 minutes per day, 15
minute break, 30 minute lunch, 15 minute break.
Don't you dare spend 6 minutes at the water cooler chatting
with your chatting with your Co worker.
And that's what you're going to do for the next 30 years.
And those jobs don't exist anymore.
But but many corporations still follow this model if they think

(36:27):
they're going to survive what isto come.
Like I got news for them. This, this, this not going to
happen. I'm going to coin the term right
now. We're going to witness a war for
talent because. So you've

(37:04):
also. Spoken about the intersection of
corporate success and community impact.
I think it's kind of what you'retalking about here is but how
can companies align profit goalswith supporting the well-being
of their people and society? It's a very, I'm not going to,
I'm not, I'm not going to lie. It's a difficult.

(37:25):
So environmental, social, governance and all these things.
It's a very difficult area, no doubt, no question.
But at the same time, it is the ball game, the in what, what we,
you know, what used to be calledthe information age or the the
age of attention or whatever label on it you want with where
social media, and I believe social media is still a
teenager. We haven't yet discovered what

(37:45):
it's going to become with the age of social media emerging,
still emerging, not there yet. Every corporation is placed
under a hot white spotlight at all times.
The data is already the surveys are in.
Customers are making decisions every day based on the causes

(38:16):
that they believe in because they thought it was a fad and

(38:49):
for good or bad reason, these things are these things are
being exposed and customers are making decisions based on those
things. So guess what?
The, the causes, the brand, the messaging of your organization
matters. And it's not I'm a marketing
guy, so I can say this, it's my,this is my tribe.
It's not simply a matter of choosing what color paint and

(39:09):
right grabbing a paintbrush and applying that thin veil right to
to to the public messaging. If it's not something that you
believe. And this is what I like to say.
And I've been followed many different brand, many different
who have forgotten more than allever learned about brand
messaging. I think what people are going to
are going to come to understand is authentic brands cannot be

(39:31):
built. They can only be revealed.
And we're through this age because people talk about brand
messaging all the time. It has been, you know,
advertising agencies, they're doing the large one.
I say that about a lot of people.
We're all God's children. The people talk about brand
building all the time. And I try to remind them and I
get into arguments with my kids about this because they're my my

(39:52):
son has his own podcast studio. There's a commercial for that,
but the I, I try to remind people that an authentic brand,
brands cannot be built. They can only be revealed.
And an authentic brand not only transcends its product, well
also outlive, outlives its creator, and even more
importantly, makes a positive contribution to the community,

(40:13):
however large that community might be.
If you have a, if you're, if youhave a brand today that does not
do those three things, transcendits product, outlive its
creator, and make a positive contribution to its community.
You're wasting your time. So coming back to the question,
I don't believe corporations have a choice if you that's a
whole separate company. Most CEOs the average the

(40:35):
average tenure tenure of AC suite executive is as short as
short as it's ever been in Wall Street course requires
accountability every three months and you know too many
organizations are actually making decisions based on those
timelines and many corporations that are taking themselves
private For these reasons. If your role has a board is to
make decisions that will impact the long term prospects for the

(40:57):
organization, you better wrap your mind around what it is your
organization stands for and whether or not you can.
You can not only talk to talk, but walk the walk because you
will be held accountable in the public domain because there are
no more secrets we have No, it'sdifficult work.
I'm not saying ESG, environmental, social governance
is the answer. It provides clues.

(41:18):
It's difficult work, but it's the most important.
The Steve going back to Steve Jobs, who has his share of
flaws. He spent more time with his
senior staff employees, right, talking about what they believed
every day talking about what they believed then key
performance, the key performanceindicators, right the financial

(41:38):
numbers, the engineering. He was very detail oriented.
He loved it the user experience design, but what he cared what
he cared most about is what whathis team members believe
maintaining alignment if you if you build battle of winning
hearts and minds right. I think it's become even more
important speaking specifically,the corporate longevity.
I apologize, I keep getting on my soapbox, but these are these

(42:01):
are subjects near and dear to myheart, so I love talking about.
So you mentioned Steve Jobs. Is is there a corporation that
you feel is is doing it right orhas done it right in the past?
There's. Who's that example?
Yeah, I mean, so there's this countless examples of
organizations who have done it right.
You know, it's, it's difficult to call them out because the in

(42:24):
the early days, you know, Apple at its founding, of course, most
organizations, most organizations when they're just
starting out do very well. And as I mentioned, when the,
when the Nbas move in and the spreadsheets and the KPI's and
the dashboards come out, KPI's and I wasn't, I had, I had a
background in management consulting when I was in New
York and I and we, we sold KPI'sand dashboards and KPI's and

(42:47):
dashboards are very important. However, we have to remind
ourselves, you know, lies, damn lies and statistics that
dashboard can be engineered to tell you whatever you want,
whatever you want to hear. And KPI's are only as good as
the data that feeds them. And so many examples of
corporations who have done quitewell, quite well to make a
contribution to the community. But I hesitate to start naming

(43:10):
them because at the same time, as time, time marches forward,
the invariably they make mistakes and leadership changes
and then everything heads South very quickly.
So I'll call out Walmart becauseI talked, I talked about them
already. The I'm gonna give them kudos.
What a lot of people don't know is they paid, they actually pay
their people pretty well and they contribute 1% of the net

(43:33):
profit to charity. And people think Walmart is a
community corporation, largest corporation, one of the largest
in the world, but they give 1% of the net profit to chair.
Let's give them credit where credit is due.
And you take a look at your, youtake a look at your average car
dealer, neighborhood car dealer,for profit enterprise.
They sell cars for a living right there, but they're
contributing to the local, the local Little League.

(43:53):
Or you take, take Hewlett Packard for example, and people
forgotten about Hewlett Packard.They make printers, they do a
lot of things, but the Xerox, the I'll drill down to Xerox and
I'm a nerd, so I, I follow tech companies close to the mouth and
Xerox makes copy machines, right?
So Hewlett Packard, of course, the senior executives of Hewlett
Packard, actually some of the ones that helped the Steve Jobs

(44:14):
get their start. I'll give kudos to Microsoft.
If it weren't for Microsoft, Apple Computer wouldn't exist
because even during the days when Steve Jobs, during those
early years when Steve Jobs was trying to resuscitate the Apple
Corporation, it was Bill Gates. They wrote the check that saved
their bacon 150. I forget how how many $1,000,000
investment they made. Bill Bill made the Apple

(44:37):
Corporation because he recognized the opportunity it
presented. He's Bill Gates saved up the
story that many people don't know.
But Xerox, let's go back to Xerox for a minute.
They make copy machines. They kill trees for a living, so
to speak, which is a terrible thing to say.
I don't mean it, but, but that'swhat common machines do, right?
But Xerox created the Palo Alto Research Center and gave birth

(44:58):
to the personal computer revolution, Ethernet and the
mouse and the graphical user interface, all these things that
Steve Jobs took advantage of. But when he first found out
about them, they changed the world.
The, and there's, there's countless examples of hospital
organizations that, you know, when they were nonprofits,
right, they did more good work. Hospitals really should be a

(45:19):
nonprofit enterprise. The and I'm not smart enough to
know the names of the folks who did this, but at the turn at the
turn of the last century, it wasa Catholic nun who gave birth to
one of the largest hospital networks in the world that
brought not only brought in Netflix documentary recently
talking about it that not only brought in orphans, but saw to

(45:41):
their medical care. The So there's countless
examples of organizations who have done well because again,

(46:02):
for Profits are going to have tobe more active about telling
people what they stand for. Nonprofits shepherd the causes
we care about. Artists, of course, inspire us.
If you can find the intersections between all three,
the For Profits can support the nonprofit's.
The nonprofit's, of course, can provide opportunities for the
for Profits to build their brands.
And the artists, once given the microphone and the spotlight,

(46:22):
can bring attention to all of it.
It's a win, win, win. It's one of the one of the one
of the Achilles heel of the capitalist model.
It promotes this idea of win, lose and sports does this too.
It promotes this idea of win, lose.
And coming up to it, going back to education, we teach kids that
invariably Little League soccer,basketball, in every given
transaction there's going to be a winner and a loser.

(46:44):
And that doesn't have to be the case, right?
In business, when you're doing atransaction, there does not
always have to be a winner and aloser both.
It'd be even better if both sides could gain if we search
and seek out more of those intersections.
I think we could all do better. I think I steered off in a whole
other tangent. There all right, so it seems
like you know, the bigger the corporation gets sometimes the
the more they can move away fromthat attitude we've been talking

(47:08):
about. But there's small companies that
are forming mid sized companies shaping and forming every day.
What are some actual steps that these mid size, even small
companies it can take today to start fostering sustainable,
healthier, healthier environments for their teams?
I got to under score that sustainable because I think we
lose sight of the sustainabilitypart.

(47:30):
I so yeah, well, sustainability is I think the very important in
principle, if you deconstruct the word sustainable, you know,
just a matter of being able to, you know, continue.
How can you argue with that? But the I'd like to we haven't
talked about Elon Musk yet and you can't have a conversation
about business without talking about Elon, it seems these days.

(47:50):
The I think one example how corporations can adapt and
overcome these challenges. He provides A remarkable
example. As it's told he doesn't doesn't
pay much attention to intellectual property as he
suggests. As I've been told, patents only
slow you down. Just what you know, people like,
I don't understand. But yes, he's not placed an

(48:12):
emphasis on intellectual property or patent acquisition
in his enterprises. This goes back to this whole
theory that we know nothing. And if, if, if there's anything
in the in as he, as he would suggest, if anything, if there's
anything exists that slows the organization down, we need to
get rid of it. And so let's get rid of that.
This whole patent application for us at the same time,
Twitter, Elon is very controversial now.
Twitter is very controversial now.

(48:33):
And without delving into the politics, it's, it's an
interesting dynamic to to go back to the time as

(48:59):
we've seen and there's countlessexamples of it where enterprises
who invest for the long term anddo the right thing, invariably
the dividends, the dividends given sufficient time.
And I realize there's constraints and all these in all
these areas given sufficient time, the dividends do come.

(49:21):
And I think that as AC suite, which of course they have their
own set of challenges. And as there's this new world
unfolds before us and as AC Suite starts to understand that
yes, you are accountable to yourshareholders and the community
and and your customers and employees, all these
stakeholders, yes, you are. But at the same time, you're

(49:42):
also, you're also accountable toyour results.
And I'm not talking about the three month results that people
seem to be addicted to. I'm talking about the one year
it is. It used to be going back to
management consulting. There used to be this thing
called it called annual planning, but in many cases,
corporations no longer do annualplanning.
They used to make a five year plan, a 10 year plan, but I'm

(50:03):
talking, but as I'm told, in many cases, they've given up on
that because business moves too fast.
And with AI, it's accelerating. The business environment is
moving too fast to support the burden of an annual plan.
So folks don't do it anymore. It's just that there's just no
sense to it. They're they're as Elon
suggests, you know, and he's trying to move even faster.
There's just no sense to it. So again, all the challenges

(50:27):
that C-Suite executives have recognizing the opportunities
that's what that what is coming present taking into account that
guess you're going to be on thatquarterly conference call and
you got to get you know you are going to be held accountable to
your stakeholders. But at the same time, you're
also obligated to do what's bestfor that organization in the

(50:47):
large, in the large context. And that if you take a hit short
term and the board, again, I don't have all the answers, but
if you can just hypothesize withme for a minute, if you can
devise a communication strategy that that can, that does message
into the world in a very carefuland structured format that your

(51:08):
goals are XY and Z, which are not going to take three months.
They might take six months, theymight take six years.
There is a case to be made that that will be that will reach
acceptance. Because guess what?
There are organizations that aredoing this and are being
successful in so doing. There are organizations that are
being taking that are being taken private so that they

(51:28):
canmore readily accomplish thesesame goals.
There are case studies. Management consulting loves case
studies. There are case studies that
demonstrate that this is possible.
I'm not saying it's going to be easy, but this is possible.
The alternative, The alternativeis oblivion.
How many examples do we need carcasses along the highway of
the Fortune 500. The city in which I live used to

(51:50):
have 5 Fortune 500 companies. It doesn't any longer how many
examples do we need a failure. So I'm excited to see what's
it's an exciting time to be alive.
I got to tell you what it made is the Chinese proverb grows.
May you live in interesting times.
Strap in the we don't have to talk about politics.
Take that off the table. It is an exciting time to be
alive. And I agree there.

(52:11):
I think we're on a, we're kind of a dead fault line, you know,
friction point where, yeah, justbefore the fault breaks, you
know, there's a lot of tension in there, but then it shoots up
and then just there's tremendousgrowth.
And as an exercise physiologist,you know, I, I can't help but
under score the fact that there's no growth without the
tension, without the overload principle, without pushing us

(52:35):
beyond what we think our limits are.
And so from a Wellness standpoint, how do you from your
vantage point, how do you think the corporate world's view has
changed on their view of how is your view of corporate Wellness
changed over the past few years,maybe even the past decades,
especially post pandemic? Well, I guess that's the bad
news in my estimation, in the work that we do in most cases.

(52:59):
And there are wonderful exceptions, of course, but in
most cases, the corporate culture right now is stratified,
completely stratified COVID promise.
And God bless him that COVID trauma, you know, many, there
are many office buildings aroundAmerica, around America that are
still empty. Return to work, work from home.
These are issues that are still at the forefront and folks are
still trying to figure it out. And as I like to say, there are

(53:22):
no answers. We're all, we know nothing
unless every day. So folks are still trying to
figure this out. And I think we're still now
large organizations, particularly, particularly are
still recovering from that. And they have not had, and being
honest about this, I have no good news here.
They have not had the space to be able to figure out what is

(53:43):
going to work best moving forward.
They're still recovering from the trauma.
And many are still, in fact, as we've learned in the federal
government, you know, there's still many of these buildings
empty, which is not good or bad corporate, corporate culture
right now, still horribly stratified.
And you see, and we see it everyday, valued team members who are

(54:04):
reporting nightmares that they're experiencing with their
experience with these large organizations.
It's not good. It's not good.
It's, it's, it's going to be a challenge for many years to

(54:24):
come. And I love that work.
It's again, those were artists that conducted that work and
they unleashed that gift into the world.
What a tremendous difference it's made.
So I would, I would propose that's something to consider
because again, we need our, we need our more experienced
generations to help us weather this weather.

(54:46):
The storm has come. How do we, how do we apply the
lessons learned of Blue Zones corporate culture?
We love talking about how to apply Blue Zones to your, to
your neighborhood, to your village, to your city.
Well, let's take it a step further.
How do we apply lessons of Blue Zones to corporate culture?
And because I'm an eternal optimist, my friends tell me I'm

(55:07):
the happiest person they know. And now it's true.
I'm here to say that if there's an organization that cracks this
code, I think they're going to, they're going to, they're going
to profit very well from it because you're going to unleash
brilliance from these individuals who have to
contribute. So there's the challenge for
your audience to figure to to figure out how that happens.

(55:28):
I don't have the answer. One of the areas of the Blue
Zones that you know, give peoplethe capacity to live so long is
the idea of the social connection.
Yes. So how do you see social
connection or the opposite of that, the loneliness in our
communities impacting our ability to age?
Is age well? It is so critical.

(55:49):
And what's so tragic is we're seeing in many cases a lot of
folks who don't have children. So they're going, so they're
they're going to age not only without those connections, but
without those, you know, a lot of that support from their
families, which is the social media.
While it connects us, it also separates us.
A Facebook, just because you make a Facebook post, a Facebook

(56:12):
post. My mom called me today, my mom's
81 years of age and she takes nopharmaceutical advice.
That's a whole separate conversation.
The, the they say that you don't

(56:38):
really grow up until you lose your parents.
I don't want to grow up. I'm a Toys-R-Us kid.
I'll sing that song for you if you'd like the right.
So how do you foster those connections within the
workplace? Well, let me give you the to
help to illustrate their importance.
Let me give you the opposite. Example, physical meaningful

(57:22):
connections, face to face, shaking hands.
What's happened? And I don't know if we consider
this bullying in the workplace, but that's The thing is he's
found that invariably his work is not only less valued, but in
some cases he's actually found. This goes back to workplace
nightmares. He's found cases where his work
is sabotaged, where he's going to be working on a time

(57:44):
sensitive project. And at the critical juncture,
his files are deleted because we're on the network and his
team members have access to to these, to the cloud, right to
the files. And we live in a competitive
workplace where where you want that promotion.
But guess what? So do they, right?
And it was an important project and the promotion's on the line
and the day before the project'sdue, your files deleted.

(58:05):
Now, I'm not going to tell you that if we're all worked in the
same office, Kumbaya, that thesethings wouldn't happen.
But I will promise you that a disconnected workforce will make
it not only easier, right? But also, unfortunately, without
having the opportunity to make these bonds will make it easier
technically to accomplish, but also make it easier emotionally,

(58:27):
right, for the bad actors to accomplish with a clear
conscience, right? They won't think anything about
it. I don't know.
I don't know, Jimmy. I don't care about Jimmy.
I need that promotion because mywife is pregnant and we got more
more miles to feed and that's just the way it's going to be
and that's bad that and these are these are real stories.
So coming back to the question for senior or I'll say more

(58:51):
experience. I don't like to I don't like to
refer to myself as a senior citizen even though AARP
considers me a senior citizen and I don't want to make fun.
But all in jest for our seniors who may not have family, who may
not. That's going to say Facebook
post does not take the face of atelephone call from your mother.

(59:29):
Walmart loves activity, right? They understand the value of
community. And you walk into a Walmart, God
bless them. I love that organization.
You walk in there. If you catch them in the
morning, right? When the store manager is doing
the team meeting in the morning,they actually do chants and they
sing songs. Yes.

(59:50):
You know you don't have to be Trader Joe's, right?
Trader Joe's is a great organization.
You don't have to be Trader Joe's to have community.
They have community at Walmart too, right?
We are all human beings and fostering those connections not
only extends your life in the Blue Zone, but also here, right?
Let's come full circle. Reduces the incidence of cyber

(01:00:12):
of cyber crime in the enterpriseactually.
So what's 1 habit or practice that you do personally or you
swear by personally to maintain your own well-being?
We haven't talked about it yet, so I'm going to nail it here.
Sleep, I think sleep and I read a book a while back, Doctor

(01:00:32):
Matthew Walker, Why we sleep that that opened a whole
universe to me. I had no idea.
We do know a few things. Sleep hygiene is very important

(01:01:15):
and I. The, and although it's

(01:01:50):
counterintuitive, right, the more time you sleep, the longer
you live, but you're asleep, what's the point, right?
But it is important, going back to neuroplasticity, your ability
to think is correlated, right, with the health of your brain.
You know, the health of your brain is correlated to your, to
your sleep habits. It's actually functionally it
is. The research currently indicates

(01:02:12):
sleep is actually more importantthan nutrition.
The you can, the you can, you can live as a, as a, as the old
ad it says you can, you can survive 4 minutes underwater.
You can survive was it 4 days without water and four weeks
without food. I don't know the actual numbers.
There's some some story like that.

(01:02:32):
If you don't get proper sleep, you'll be dead in 14 days,
right? So somewhere between 7 and 10
days if you, if you go without sleep or between 7 and 10 days,
you will drop dead 100%. The it's actually more important
than you can survive without food longer than you could
survive without sleep. And we don't place a value on
it. We don't place any kind of value

(01:02:54):
on it. And so that's the one thing I
promise you, it causes me no endof angst and anxiety to know
that I have people whom I love, who I hold very dear, who have
completely horrible sleep hygiene.
And I know that I will bury them.
I will carry their casket. And I don't look forward to

(01:03:14):
that. Day.
Yeah, it's an exercise physiologist.
I've really emphasized the exercise piece of, you know,
being healthy and well. But over the last year with this
podcast, I've, I think sleep andsocial connection have kind of
made their way up. And I tell my students, I said,
you know, yeah, this exercise isimportant.
But I'm going to tell you that the sleep is even more important

(01:03:35):
because that's your recovery period.
So you stimulate through the exercise, but you got to have
that recovery. You got to have a healthy sleep
if you're going to be well. And so I think sleep is really
kind of sleep and social connection.
They've jumped up into my probably top 2 pillars of
health. Yes.
Absolutely. And Speaking of aging well, I'm
going to ask you the question now that we ask of all our

(01:03:55):
guests, what are you doing personally to age well?
Well, the we've covered a lot ofit.
So for me and I, that was standing, you know, we're all,
we're all human, we're all flawed, all designed to be
imperfect. But I have through my years that
I've spent on this rock, I've learned that it's important to
maintain proper nutrition, proper fitness and proper sleep.

(01:04:17):
The I think it's important to recognize that no one's perfect
that as I mentioned, I, I've gota tray of cookies in the, in the
cupboard. You have to allow yourself and,
and it's something that the, another book I read that's that
shaped my journey. Doctor, Doctor Fong and the
obesity Code. The when I ordered, when I
ordered the book online and it got delivered to me and my wife

(01:04:37):
was the one that opened the package and my son was there and
she took it out of the I wasn't there, but she took it out of
the package and there was a bookand it's titled the obesity
code. And my wife looked at my son,
true story and and and said to him, this better not be for me.
She thought I ordered it as a gift.
I don't, that's a whole thing, but I have and that book teaches
that when you deprive yourself of something purposely, you said

(01:05:01):
about you said you set wheels inmotion to compensate for that,
for that deprivation very deliberately.
And it's very important to respect that.
In other words, if you try to set the goal for I'm never going
to eat another cookie the rest of my life.
And you don't really know who you don't respect who it is that
you are. You're all organic.
We're all chemical reactions in progress.
All you're going to do is set about set wheels in motion for

(01:05:24):
you to consume an entire tray ofcookies all at once to allow
yourself a small indulgence fromtime to time.
And it's been a while since I'vehad a soda pop, but I'll have, I
will have. I travel a lot.
And how do you eat when you're on the road?

(01:05:50):
How logic does that? Don't want to get down there.
I'm not going to give you another commercial, but eating
on the road, it's difficult. Maintaining proper nutrition,
proper fitness and proper sleep habits is absolutely critical to
a good help with the with the ofcourse, the the battle that we
all wage, whether we know it or not is what's going to give out
first your mind or your body. And it's a complete tragedy,

(01:06:11):
right? If one gives out before the
other. And in both cases, so we owe it
to ourselves. We owe it to our loved ones.
Again, I don't want to have the opportunity to bury my friends,
so I owe them. That's that same that that same
favor to to my wife, to my children, to take the best care
I can of my sons. I don't want them to have to
bury me. I don't know if that answers

(01:06:32):
your. Does that?
Does that answer your question? No, that's a perfect answer to
the question. I like that that's a.
Cliche. Looking looking ahead, what's
next on your mission to promote Wellness in the corporate and
social world? So I get bored easily.
So I've always got a lot of projects going, nonprofits
working. We're working on a television
show. The in addition to the to the

(01:06:53):
clients, the hot Logic and and others the we, we just produced
our we just actually just cut our first music video for the
hot logic product. So I'm now I, I could add music
producer on my resume, although I shouldn't be simple because I
don't have a talent. I don't have that talent.
I I can only pretend the Can I tell you a secret?

(01:07:15):
Sure, you realize this is going out to about 5 people.
Promise, not promise not to tellanyone.
So the next project on the next project project on the board is
an AI agency. The in this when I was back in
the 90s, I worked for a studio that built websites for the big
automakers. And then in the in the 2000s, I

(01:07:35):
worked in manager consulting in New York and in, in both these
experiences working for these organizations, they were they
were transformation enterprises.They helped, they helped large
corporations Tran don't grab hold of change that was taking
place in the in the industry to adapt.
And here comes AI and many organizations are gonna need
help. And when it comes to AI, you

(01:07:56):
cannot apply a coat of paint andexpect it to do the job.
And AI is complete and radical transformation of an
organization. You're flipping that pancake
upside down and slamming it backon the pan.
So I believe it represents an opportunity to put together a
cadre of individuals or savvy enough done about business and
technology to be able to help these enterprises leverage,

(01:08:18):
right take hold of the technologies that AI, the change
that AI represents in those technologies in order to benefit
their enterprise, their community, so on and so forth.
So I have a small team that we've, we've we've established
thus far and we have some clients we've been talking to
and it's going to be an AI agency is the, is the offer, of
course, to support, to support causes that are worthwhile in

(01:08:43):
service of my brand, which is justice The so there's the full,
there's the full Bernie commercial.
I had to do it. I couldn't help myself.
I'm a slogan guy. Sounds great, and so where can
our guests connect with you? Learn more about your projects.
Well, first of all, thank you for that question.
They should. They should if they haven't
shared this episode of the AgingWell podcast with their friends,

(01:09:04):
they should start there because that that talks a lot about what
we're, what we're doing, what we're going to do Think Dash
partners.com is the website hotlogicishotlogic.com.
The, the, the nonprofit that we,we we launched in Nashville, TN
to support single moms is singledownalone.org.
The, the human trafficking organization, the another cause

(01:09:27):
near and dear to my heart calledThe Lantern.
That's why I work to support love that organization.
And the education initiative that we're working, that we're
working on is called the episodeto help to transform education,
to allow children to become their best, to become their
best. Sounds so, but
think-partners.com is where mostof that comes from.

(01:09:49):
That's my agents. Yeah, that's where we find the
intersections. So like I mentioned, I get bored
easily. I got a lot of things going on.
I. Would say so.
Is there anything we missed as we wrap up for today?
Oh my goodness, we got to do 6 more.
We got to do 6 more episodes. We could talk more, drill, drill
deeper into healthcare, drill deeper into the the the scourge

(01:10:11):
of the microwave, drill deeper into the education.
Education. I believe that the children are
the future. The sounds like a song.
Right. I'll sing it for it.
The, you know, education is suchan important component.
The baby boomers, you know, thisolder generation is moving on,

(01:10:31):
right? And you know, Gen.
Z and Gen. Alpha, who by the way, throw up
for the record, I have done a number, I've had a number of
number of projects I've done with Gen.
Z and Gen. Alpha.
They're extraordinary. The folks I've worked with, the
Gen. Z, Gen.
Gen. Alpha, not just my sons, their
friends and so on and so forth, isn't it's an extraordinary.

(01:10:53):
I am very hopeful. I am very optimistic.
I have been so in by the young individuals that I've worked
with in those generations. I, it does give me hope for the
future. So there's the commercial for
them very encouraged by what what they've been able to do.
I think they've seen the generations that came before
them. They said, oh, we're not going
to have that. We're going to do it our own
way. It's it's very encouraging.

(01:11:14):
I'm really impressed with the work you're doing.
Yeah, we'll have to have you back on here at some point and
talk more of these ideas and concepts and go deeper into all
of it. But kind of until then, just
keep doing what you're doing andkeep aging well.
Jeff, I'm going to say the same thing to you.
This is a fabulous platform. I'm going to love to bear
witness to where it goes to the to the beauty that it unleashes

(01:11:37):
into the world and all the good that it does for its audience.
Things that I don't think you even know it.
I don't think you understand thefull the full impact this
platform is going to have on theworld.
I think it's so. Important.
Thanks for the optimism. I'm not.
I'm the optimistic guy. Thank you, Jeff.
I appreciate that. You're welcome.
Thank you for listening. Hope you benefited from today's

(01:11:57):
podcast. And until next time, keep aging
well.

All Episodes

Small Workplace Shifts That Improve Health and Longevity | Ep. 272

Episode Transcript

Popular Podcasts

Stuff You Should Know

The Joe Rogan Experience

Dateline NBC

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

.css-14f5ked{margin:0;word-break:break-word;display:-webkit-box;-webkit-box-orient:vertical;box-orient:vertical;-webkit-line-clamp:2;overflow:hidden;}Small Workplace Shifts That Improve Health and Longevity | Ep. 272