In this candid leadership meeting, Virtual Rockstar team navigates real-time crises, dealing with the aftermath of a major earthquake and super typhoon that caused power outages for team members, while simultaneously celebrating monumental company growth.
Listen in as they discuss the immediate need to pivot roles for a major upcoming virtual event, the inspiring perseverance of team members like Andre, and the incredible success of their recent event marketing, which has led to a record-breaking number of discovery calls.
The second half of the episode offers a powerful deep dive into the company's 90-Day Leadership Challenge, emphasizing the foundational role of trust in building a high-performing, committed team.
Key Discussion Points & Wins:
- Pivoting Through Disaster: The immediate operational challenges caused by a recent magnitude 7 earthquake and power outages, and how the team quickly delegates key roles for the upcoming Virtual Rockstar Quarterly Town Hall.
- Record-Breaking Growth: The team celebrates being on track to hit their "Super Bonus" goal, with a massive influx of discovery calls, 18 in just four days! following successful industry events.
- The Power of Events: Will shares humbling stories from recent industry events (Mindshare and Therapy) where clients praised their VAs, validating their specialization in the PT/SLP space.
- New Recruiting Strategy: Introducing a new "School Group" intended to become a massive thought-leader community, acting as an internal candidate pool to cherry-pick the best VAs for future hires.
- Deep Dive: The Leadership Challenge: A discussion on the core themes of their leadership training:
- Trust as the Foundation: Why Trust is the most important element of leadership, enabling healthy conflict and commitment.
- Leading from Love and Authenticity: The realization that powerful leadership comes from being authentic and operating from a place of genuine care (like Hope's and Denise's shares).
- "Good" When Things Go Wrong: A reminder of the military concept that bad things are "Good" because they present an opportunity to learn and grow.
- Policy Change for Wales: The decision to change the hiring policy for their largest clients ("Wales") to accommodate temporary full-time contracts (2-6 months) to ensure they never lose a valuable relationship, confident they can repurpose skilled VAs quickly.
- The Greater Purpose: Will explains that the true "why" of the leadership training is not just business success, but to empower each team member to be a more effective mother, sister, and leader in their own families.
This is a masterclass in demonstrating vulnerability, accountability, and the strength of a team built on trust, even when facing external crises.
Virtual Rockstars specialize in helping support or replace all non-clinical roles.
Learn how a Virtual Rockstar can help scale your physical therapy practice.
Subscribe here to our completely free Stress-Free PT Newsletter for your weekly dose of joy.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_04 (00:00):
Today's episode of the Will Power Podcast comes to
you from a live team meeting.
All right, guys.
Well, let's kick off themeeting.
I would love for Andre to stayon the whole meeting, but and as
much as he would like to, Ithink it makes sense for us to
have a quick his introductionfirst, let him save his power.
Um, you might for whatever youcan do.
(00:21):
Unless I mean if you really wantto stay, Andre, I'm not gonna
kick you out of the meeting.
But I'll let you go first, andthen if you need, I think it
might make sense for you to haveto jump out so you can save your
cell phone power in caseanything else comes up
emergency.
That way we can get a hold ofyou.
And and honestly, you probablyneed your cell phone for
emergency reasons anyway.
SPEAKER_03 (00:38):
Good point.
I wasn't thinking of that.
SPEAKER_04 (00:40):
So let's let's Andre, let's have you kick off
with your warm-up and then passit to somebody else, and then uh
we'll thank you for being on thecall.
SPEAKER_03 (00:48):
Okay, awesome.
Uh, don't say goodbye to me yet.
I I think I can stay for thewhole call.
Okay, uh, one word open.
Um perseverance, I would say.
I got everything done in spiteof everything that's happened,
you know.
Um, I I did my calls with aflashlight and on laptop
battery, so nothing's stoppingme.
(01:08):
I just feel like um, I just feellike uh with everything that's
been happening, um everyunfortunate circumstance that
it's been happening, nothing'sstopping me, and I feel really
good about it.
So yeah, that I just want toshare that with the group.
And um for acknowledgments, ohpink elephants, I don't have
any, um, except for myeverything that's going on right
(01:32):
now.
But I'm trying to keep apositive mindset about it.
And for acknowledgements, I wantto acknowledge the whole team
for stepping up.
Uh, thank you for helping mewith this with this bit.
And um, for good news, seemskind of uh backwards to say.
Uh, good news is I'm happy, I'mhealthy, and I'm alive, and my
(01:53):
family's safe.
And um, yeah, I'm passing itback on to you uh my dog.
Sorry.
SPEAKER_04 (02:01):
You're passing it to me.
Did you pass it to me?
SPEAKER_03 (02:03):
Yeah, yeah.
SPEAKER_04 (02:04):
Okay, thank you.
Yeah, my one word is uhgrateful, very grateful today
for this team and for Andre'spowerful example during this
horrible thing that's happenedover there.
Um, my hold on, I gotta pull upthe thing.
My head's so like in the weedsnow on on this event.
So uh pink elephants, I havenone.
(02:25):
Acknowledgments is Tony freakingWilliams, man.
She crushed it at these events.
We we had the biggest influx,and this is also gonna go into
our wins.
Um, we had the she and I wereable to share and work together
two different events the lasttwo weeks, and boy, did we crush
it, man.
(02:45):
It was just such a massivething.
Special kudos to Kayla as well,who helped us.
Um, but I just want toacknowledge Tony because she and
I have developed an art ofworking together, and it's just
an unstoppable force.
And we're gonna continue tobuild this brand in the industry
in a way that like literally noone's gonna be able to compete
with us.
We are already.
I had a guy from a virtual,another virtual assistant
(03:07):
company come up to me and he'slike, we need to talk because I
have a VA company, we gottalearn to work together, and I
could tell he was just scared.
He's like, I've got thiscompany, and you're everywhere.
I see you guys everywhere doingeverywhere online, everywhere
like, yeah, kind of we're we'rewe're shocking on.
Um, I also have to give a hugeshout out to Denise, who bravely
(03:28):
flew into her first event as arock star and crushed it.
She and Michelle Bambenek alsodid an incredible job of
relationship management.
And um, I love it when you guysget a chance to see these things
because there's a newappreciation of the amount of
work that goes into them.
In some cases, I'm sure youmight feel jealous because they
are so fun.
(03:48):
And on the other hand, there isso much work that goes into
these things.
There's just between the traveland the follow-like the now that
we're all back, is when the workreally begins.
We've got so much stuff thatwe're building on.
Abby's gonna help us.
Uh she's gonna learn about somethings in our our afternoon
meeting.
But but guys, anyway, Tony won'tgo into this, but she has, I
(04:09):
think, one of the busiest weeksthat we've ever had in her
discovery calls booked.
Um, I know it's as to put it inthe in in retrospect, or in
excuse me, in comparison, hershe has as many discovery calls
scheduled right now.
More discovery calls scheduledright now for starting in this
week and next week, uh, than shedid the entire month of
(04:31):
September.
Like, we're just packed withdiscovery calls.
So, ops teams, get ready, it'scoming.
Um, other good news, so many, somuch good news.
There's too much to talk about,guys.
We're we're out there havinglarge discussions with multiple
large companies on how to scale.
We got in really good withRaintree.
Um, and podcast team, superexcited about how we're gonna
(04:55):
leverage the podcast to reallygrow our business uh
specifically by having these bigpeople on our show.
But anyway, yeah, super excited.
And then um, yeah, that's thoseare those that's me.
I'm gonna pass it now over toHope.
SPEAKER_09 (05:11):
Hi, good morning, uh, good afternoon, everyone.
So uh one word open for today.
Um still coffee, uh pinkelephant, none for me.
Personal note, none, but for invirtual rockstar, I would say
still Joan.
So her invoice bounced fourtimes, uh three times again.
(05:32):
So yeah, that's that's the onlything now I need to work on.
Um communicating with her.
Um, acknowledgement, of course.
Thank you, Denise.
I'd like to shout that I reallyappreciate you.
First, um, thank you for askingme and regards to Joan.
It really means a lot, meaningto say that you are also
checking on Joan to make surethat he she pays the invoice.
(05:56):
Another thing is always keepingme updated with partners
communication.
So thank you so much.
Good news.
Um, for me, um, like Andre, myfamily's happy and well, so for
me, it's already a good news.
And for me working here in thiscompany, yeah, for me that's a
good news.
Thank you.
Um, passing it to Kim.
SPEAKER_02 (06:21):
I knew it.
Good afternoon, everyone.
My one word open is blessed.
Um, I don't have any pinkelephant.
I'd like to acknowledge.
Well, and Andre's still here.
Andre for being here.
I know it's super scary.
Um, but good thing that you'resafe.
But and then you still chose touse your battery for like
(06:43):
joining the meeting.
Um, good news is that yeah, samewith Andre, we're safe.
Um, I'm closer with family now,so good thing that we're all
together and we're safetogether.
So that's it for me.
I'll pass it to Sam.
SPEAKER_08 (07:03):
Thanks, Kim.
Um, one word open for me,grateful uh pink el answer and
then so for acknowledgement.
Uh I would like to acknowledgeum Kim for consistently checking
on us and making sure that uheverything uh is in place and on
juice and for our um uh tasksand also for Will for still
(07:29):
showing up uh last week with itwith us, even though it's a
hectic week for him in theevents, and also for uh Tony for
and uh Denise for all the photosfrom the event that we're gonna
use on social media.
Thank you for ushering it to me.
And also um, good news, uh, weare now on 21,000 on uh
(07:53):
Wheelpower podcast YouTube.
So thank you so much for uh forthe support as well.
We'll and yeah, that's it.
I'll pass it on to um Abby.
SPEAKER_00 (08:07):
Thanks.
Um good afternoon, everyone.
Um, my one word open is Davaobecause I'm in Davao now.
Um, I'll be having our umpresentation tomorrow afternoon
in um Philippine afternoon time.
So yeah.
Um no pink elephant for me.
(08:27):
And what was that?
Um acknowledgement.
Um, I would like to acknowledgeDenise for being so organized
last event.
I received um the list of umleads together with the little
notes with them, and I really,really appreciate that because
it um helped me build the emailsfor them.
(08:49):
I'd also like to acknowledgeTony for um for all the help
that he did last event.
Um and um what else?
One word open.
Um wins.
So same with Andre.
Our family is safe.
Um we didn't um experience theearthquake.
(09:09):
So that's a wee affirm.
So I'm passing it over toDenise.
SPEAKER_05 (09:14):
Thank you, Abby.
Um, my one word iscommunication.
I've had a lot of communicationwith uh partners and VAs due to
the pink elephant, the supertyphoon that we're still reeling
from, and then now theearthquake today, and then in
fear of tsunamis happeningbecause of that.
So there's been a lot going onwith that, and I'm so sorry that
Mother Nature is giving you allsome right now.
(09:34):
Um, and then foracknowledgments, um, it'll be
Hope.
Um, Andre and Liz, thank you somuch for pivoting so much.
Last week we were bombarding youwith things, and nobody gave you
a break at anything.
So thank you so much forstepping up with such great
grace and being just the rockstars that you are.
Abby, thank you for taking a bittime from me with all of this
(09:56):
stuff.
I really appreciate it.
I tried to be organized to makeit as easy as possible, but um I
really appreciate your help withthat.
Um, and good news, I wanted thepodcast team.
I have to tell you, there wereso many people that came over to
Michelle and me and they justlove the quality of the podcast
and the stuff that's coming atthem.
You guys are crushing it.
So thank you so much for all ofthe work that you guys do.
(10:19):
Um, and then I'm gonna pass itto you, Tony.
SPEAKER_07 (10:22):
Thank you, Denise.
Oh, that's so wonderful to hear.
Congrats, guys.
Um, my one word open isthriving.
Um, let's see, pink elephant,none uh acknowledgement.
I've got a few.
I'll make them quick.
Doesn't make them small becausethere's a few.
Um, Denise.
Freaking great job.
I'm going to breakthrough.
(10:42):
And I heard you just didwonderful from Michelle.
So thank you so much forstepping in since we were so hit
so hard with these four events.
Will, as always, goodnessgracious, I love doing these
with you.
Like we always learn so much,and our company grows so much
every single time.
I just adore you, and yourleadership is honestly the best
(11:02):
thing that I've ever had.
So um, Abby, huge shout out toyou.
You are doing so wonderful andare and are on top of all of
these four events that we justhad back to back, and you've got
all these contacts coming toyou, and you're like creating
email campaigns and getting themthe leads and making sure
they're all contacted right awaybecause what?
(11:23):
Speed.
We got to do this fast, right?
Or we lose these deals.
All this work on the front enddoesn't go anywhere if we're not
fast with our follow-up.
And that's Abby, you guys.
So thank you, Abby, for all thehard work.
Um, and also Kim for pivotingevery time we had little errors
pop up or little things that wehad adjust in the middle of
these us being on site at theseevents.
(11:45):
So, Kim, you and your team justhelping us out.
Thank you, thank you.
Sab, thank you so much forreminding me about the pictures
because I would have forgottenbecause there was so much.
And I was like, that's awesome!And then I got in there and
started sending stuff.
And then Liz and Andre, holycrap and hope.
You guys, thank you so, so much.
Just all your hard work on theoffside because it's about to
(12:05):
get heavy on your guys' side,and we're gonna be here to
support you guys too.
We're gonna be here to supportyou guys too, okay?
SPEAKER_06 (12:13):
Oh, uh, good news.
You guys, I have this week alone18 discovery calls, and that was
with no calls yesterday.
18 in four days, eighteen.
Okay.
(12:34):
Next is Liz, and then when Ithink we're done.
SPEAKER_10 (12:38):
Thank you, Tony.
One bird's open, grateful aswell.
Um, thank elephants.
I don't think I have anythingright now.
Um, acknowledgement.
Well, first, Andre for setting agood example today.
Um, I'm so thankful that you andyour family are safe.
Um, Denise and Hope, thank youso much.
(13:00):
Yeah, last week was very messy,but thank you so much, Denise
and Hope for all the thesupport.
Um good news.
Um I think having everybody safefrom the earthquake.
I mean, they sent like acheck-in email with with all the
VAs earlier.
Um it was traumatizing, theysaid.
(13:22):
For sure it was.
Um, but knowing that everybodyis safe is, you know, um, I
think that's that's the goodnews that I would like to hear
today.
Um, yeah, I'll pass it back toyou, um Will.
SPEAKER_04 (13:36):
Thank you so much, Liz.
I sure appreciate that.
You know, we've got um somereally cool opportunities today
to uh do some training, but morethan anything, I need you guys
to remember to be the first toshare.
And uh you remember that to keepyour cell phones computer for
company use, screen onconfidentiality rule, own your
(13:56):
own experience.
As we get into our trainingtoday, I wanted to take a
second.
You know, this week we're doingsomething different for the
leadership training abouttesting you guys.
We're actually testing you now,and we're gonna be reviewing
that.
Who here has taken the test?
I know Tony has, Denise hasn't,Kim hasn't, Liz hasn't.
So just Tony at this point.
So please make sure you get thatdone by the end of this week.
(14:18):
And um, we'll do some trainingtoday to talk about that.
But before we we get to thatpoint, I don't want to miss the
opportunity just to acknowledgewhere we are as a company.
All of you, I want you to sitback and just think about where
we are now versus a year ago.
It's end of September.
Kim joined, Kim hit her one-yearanniversary just a few weeks
(14:41):
ago, a year ago.
And look where we are.
I am gonna pull up statistics.
I am gonna use this opportunityjust to show our stats because
it does really highlight when welook at that, because remember,
it's not about the numbers, butthe numbers do measure where we
are and give us that clarity sowe can just see where we are as
(15:01):
a team.
So, you know, I don't knowexactly where we were
statistically a year ago, but wewere nowhere near where we are
today.
So just want to highlight thatwe have 200, and this isn't even
updated because Kayla's on onvacation, but we we are, I
think, above 220 now in terms oftotal number of FTEs, 220.
(15:23):
We only needed to average 14.1for the rest of the year.
We have three more months left,guys.
We have done, we've donethree-fourths of the year
exactly as of the end of today.
We have exactly one 25% of theyear to go, and we are on track
to break our super bonus.
(15:44):
We have to hit 14 net new FTEs,and we're already two in for
October.
So I guess my main thought ishow confident are you guys that
we're gonna hit this thing?
SPEAKER_05 (16:01):
Well, Tony's calendar is telling us they're
pretty confident.
SPEAKER_07 (16:04):
We're confident, guys.
SPEAKER_04 (16:07):
Listen, I for your sake, I want us to hit this.
I want us to hit this.
Let's make this from now to theend of the year the highlight of
what we talk about in thismeeting because it's not about
that number.
It's not about the bonus moneythat I want you guys to get.
It's about the lives that we'reimpacting here as a team.
(16:27):
And and so let me stop sharingscreen just for a second.
Okay.
So Tony and I were only, Iwasn't able to go with Denise,
obviously.
So Tony and I had thisexperience of going to mind
share.
I want you guys to understandthat was a new market, totally
new people, not just physicaltherapists.
We were talking to doctors ofall kinds, and we were walking
(16:48):
into that event thinking we'renot going to continue to do
this, right?
Like, this is not multi-level,multi-location physical therapy
where we're growing the fastest.
This is something else.
And so we walk in there, and wehad a dozen or more clients who
walked up and said, Thank you somuch for your VA.
(17:09):
They've changed my life.
And I wish you guys could bethere and see it.
So the best I can do iscommunicate it to you.
You guys might have a bettersense of the VA's lives that are
being changed.
They're not just getting ahigh-paying job, they're getting
a mentor, they're gettingsomeone who cares about them,
they're getting someone whoinvests in them.
(17:30):
And that was so humbling to mebecause here we were in this
market, and all these peoplewere coming up, and then I had
the chance to speak and get ourcompany got promoted because
they trust us.
They gave me a chance to speak,and we were able to get promoted
because of what you guys havedone.
And so, as a result of that, wewere bombarded with all these
(17:50):
new people who are scheduling.
People were like missing out ifthey didn't work with us.
And so we decided, no, we'regonna stick with this because
why wouldn't we just hire peopleto help grow that since it's
such a profitable vertical?
We just don't want to put moreinvestment money into new
vertical growth in that way, butlike why would we stop with
that?
And then we went to TherapyCon.
(18:11):
And I was shocked that we had asmany clients as we did at that.
I didn't think we we would knowthat many.
So many things again.
Thank you for what you've donefor us.
We're so excited about whatyou've done, and so much more
interest.
People are like, tell me moreabout this.
I keep hearing things about you.
So I just I need you guys tounderstand that what you guys
are doing is no small thing.
(18:33):
We are easily one of the fastestgrowing VA companies in the
world right now.
We are the fastest growing VAcompany that specializes in
PTOTSLP by far.
There are copycats popping upleft and right around us trying
to take what we've built, andthey just can't do it because
they're not you.
(18:54):
And we are just getting started.
We have so many fun things thatwe're gonna be doing.
And and I just want to thankyou.
Like, we wouldn't be able to dothat without Abby's amazing
emails.
Abby's email that she's creatingfor PPS is just amazing, just so
amazing.
(19:15):
She may not hear that often fromme because I'm always editing
what she does.
I'm always like, thank you.
Here's what I need you to dodifferently.
So she, if she hears it wrong,it sounds like it's never good
enough, but that's just mehaving super high standards with
someone who's capable of doingsomething super amazing, and
that's what she's done is buildsomething super amazing.
So we've got with all of ourlittle pieces are coming
(19:35):
together.
We know who we need to hire for.
We've got more people that needto join this team.
This team, more people arecoming, and we're gonna find the
best people.
We are going to find the bestpeople, and and with the recent
change in pricing, we're gonnabe able to afford to do more as
a company, not just for ourclients, but for each other.
(19:55):
So just wanted to kick off thisidea that for the rest of the
quarter, whoever's in charge asCEO, I want the very first thing
that we do to show where we arefor the end of the year before
we even do one word opens.
I want the very first thing tobe, okay, guys, let's go
straight to where we are for therest of this year.
I want that to be our primaryfocus because, dad gummit, we're
(20:19):
gonna hit that number.
We are going to get that superbonus out for you guys because
you deserve it.
And so we'll make that the toppriority, then we'll go into
that piece.
Kim, could you add that to thevery top line of the agenda for
us, please?
Yeah.
Okay, so I have just a fewminutes here.
I wanted to spend some trainingtime with you guys regarding
leadership.
I'm gonna share screen again.
(20:39):
This time, what I'm gonna do isa share screen regarding, I want
you guys to see the overview ofwhere we are.
We're over halfway into our90-day leadership challenge,
which is totally taking monthsbecause we're doing 90 workday
challenge.
We're doing it, so it's fivedays out of every seven, is when
we're doing this.
So, as of right now, we are atweek 11, the test, but we've
(21:02):
done 50 of the 90 days.
We're just barely over halfway.
Bye, Andre.
Rock and roll, man.
SPEAKER_01 (21:08):
Thanks.
Bye everyone.
Thanks for letting me know.
You you brought up a really goodpoint with me conserving my
battery for emergency purposes.
SPEAKER_04 (21:15):
Yes, please look conserve.
You're with you.
You're up.
SPEAKER_03 (21:19):
Thanks, guys.
See ya.
SPEAKER_04 (21:22):
Okay, so I want you guys to see the flow of how this
was built.
I obviously worked with AI, butI did not use AI to build this,
I worked with AI, bigdifference.
So I want to just review week byweek the themes.
The first week building trust.
So, first and foremost, why doyou guys think out of a 90-day
(21:45):
challenge we spent the firstweek working on trust?
That wasn't accidental.
That's me telling you that isthe most important part of any
leadership development islearning about trust.
Why do you guys think trust wasthe very first thing we started
learning about?
Denise.
SPEAKER_05 (22:04):
It's the foundation that we start on to make it so
we can build everything else.
SPEAKER_04 (22:09):
Love that, Tony.
SPEAKER_07 (22:11):
Mine was similar.
It's the number one thing thatwe need for us to be able to
grow.
So that alone without trust,there's no way we can go into
any other step culturally,growth within productivity,
anything, any of it.
SPEAKER_04 (22:22):
Yes.
A leader, first and foremost,develop trust, right?
Like, and the reason, andthere's we in the in that whole
training that might be a bookthat we actually spend time
reading more in detail, but youknow, when we talk about trust,
we talk about results.
We talk about faith.
(22:43):
You know, we talk faith aboutlike we really we we hope and we
believe in each other, and thenwe verify with statistics and
results.
Like there's it, it's it's kindof the thing that connects all
the other outcomes that we careabout as a company.
But when you think about trust,there's this emotional
connection that exists.
(23:04):
Like the best leader I know inthe world is my mom, hands down.
Lynn Humphreys isn't perfect bya far, by large margin.
Lynn Humphreys is an imperfectperson who loves greatly.
And and I trust her, I I trustthem, I trust the fact that she
(23:26):
loves me so much that whatevershe says, even when she's wrong,
comes from a place of intendingto do what's best for me.
And so that's the connectionbetween trust and leadership.
If you feel like the personloves who you are, again, love
might feel like a strong word,right?
(23:47):
Because we use it romantically.
We're not talking about Eros,we're talking about a different
type of love that's that's morefamilial and like sibling-based.
That type of love is what setsthat stage for us to be able to
let our guards down, to show whowe really are, to make mistakes,
(24:08):
to trust that we'll be heldaccountable for things that we
do in error and success.
So when we have that trust,everything is built.
Um, we're not going to spendthis much time in every week,
but I wanted to really highlightto you guys why we focus so
heavily on trust.
Trust feeds into everything thatwe're doing here.
(24:29):
And if you guys leave thisprogram with any other lesson,
this is the one is that we builtwe develop trust through our
actions and by being our wordand by knowing that we matter,
and so we build.
Second week, we talked abouthealthy conflict, right?
This is where when we trust eachother, we can disagree, we can
(24:50):
hold each other accountable.
That was a great week to havethat.
I was held accountable myself asa demonstration.
And once we feel trusted andonce we can have those hard
conversations, it's an organicresult that we commit to the
group of people that we're in.
That's where we feel like that Risn't just a symbol of our
(25:14):
brand, but becomes arepresentation of what we stand
for.
That's when that shifts, is whenwe commit to each other.
That's what makes the R a realrepresentation of what we stand
for, is because it representsus.
That's why we put it on ourclothing.
Because it becomes who wecollectively create.
(25:37):
After that, accountabilitycontinues to hold that
commitment tight.
Once we are committed, wecontinue to hold accountable so
that it's like the insurancepolicy that keeps that
commitment tight because thesecond we get loose and just
say, Oh, we love each other,we're always going to do fine,
is the second that we startfalling apart.
Especially in marriage when thathappens.
(25:58):
Then we get more tactical,results-driven leadership.
Now that we have that, how canwe look at results as a style of
leadership?
We talked about growth andoutward mindset, how we're
looking at results in thetactical, but we're keeping a
big open mind so that we cangrow.
It's a weird balance of lookingat results, but also keeping a
(26:20):
bigger picture in place forourselves.
And then we talked more.
So the rest of the week startedtalking about styles of
leadership, right?
Servant leadership.
How do we communicate asleaders?
How do we influence as leaders?
And then lastly, as leaders,vision and innovation.
Every good leader has a visionand innovates and changes.
(26:44):
So that is a brief overview ofour training as a whole.
What I'd like to spend a littlebit of time on, let's just do
five minutes.
I could go for hours on this.
And I think what I want to do isjust spend the last five
minutes.
I'd like for you guys, now thatI kind of recapped this, I would
like to share with you guys whatI want to know from you, what's
(27:07):
changed for you as a leader.
If not much has changed, you canshare that.
There's no judgment.
It's more of a reflection of theprogram than it is on you.
But can some, can you, a few ofyou, we only have five minutes,
but I really would like to hearfrom as many of you as possible.
And so, like, can you think ofsomething that's happened during
this program that shifted foryou, whether the way that you
(27:28):
think, or was there somethingthat you did when you applied
some of this stuff, whether it'sin your personal world or at
work, that you learned from?
And so I'll turn the time overfor you guys to share.
SPEAKER_02 (27:46):
Um, I think what changed for me is I've noticed
um ever since doing that,because I'm just I have my walls
built up, but then thatleadership training, it's just
like oh, I can just be likemyself and be open and like
trusting everyone wouldunderstand where why I'm like
(28:09):
this, where I'm coming from, andthen it's just like oh it's like
the butt I it's like I'm justseeing the another side or
another perspective of life inpersonally and like in work.
So I'm so I'm I notice that I'mso much more open now, even
(28:32):
though I'm not really good withwords like in speaking, but I
feel like I'm more comfortabletalking about stuff that I can
speak about before doing thetraining.
If that if that I think that'swhat I noticed um ever since
(28:54):
doing the training.
SPEAKER_04 (28:56):
Love that.
Kim, you know, I want to thankyou for that share because you
have you have grown so much umin the in the company, and it's
it's the biggest thing I'venoticed is that you you are just
more yourself.
I think this is true for a lotof people in the Philippines
when they're becoming virtualassistants, is they have this
really professional protectivelayer.
And what you guys are learninghere at Virtual Rockstar is that
(29:20):
that's great to a point, but inthe end, we need the silly, we
need the mistakes, we need thetears, we need the celebration,
we need all of you.
We every last part of each ofyou, even your imperfections are
needed.
And with Kim, like who she'sbecome is this leader who's just
born that way.
(29:40):
I will say this before I pass itto Tony, and I want you guys to
remember this for the rest ofyour lives is that becoming a
better leader has a lot less todo with learning new skills and
a lot more about you just beingyou.
The greatest leader, the thegreatest power comes from you
just being authentically.
(30:01):
Isn't that interesting?
Tony.
SPEAKER_07 (30:05):
So for me, I've actually I feel like I've gotten
a lot out of this, you guys.
Um I've I've seen myself pushlike things that I've been
putting off, you know, like justlike as little as tasks to um
being uncomfortable givingpeople delegation at times,
being a leader, being to um, youknow, having conversations or
(30:29):
whatever that may be, like thosetypes of things has it's has
pushed me to like move forwardwith those.
And they all turned out great.
Um, the other thing is, oh, dowe miss somebody?
Sab left?
Or okay.
Um, the other thing is um I'vereally like began to appreciate,
acknowledge, and accept myselffor who I am and who my
(30:52):
strength, where my strengthsare, and also accept and
acknowledge where my where I canget better, right?
And the crazy thing is, is wehave the right people on a team
where where I'm not as strong,there are people on the team
that that's the strongest part.
And then I'm like, it's okay forthat to be for them, like it's
okay for me to lean on them.
And then the other thing is justI feel like Kim so much closer.
(31:15):
I thought we were close before,but I feel so much closer to
each and every one of you guysbecause I'm going through and
I'm reading your impacts inthis, and I'm like, crap.
And then I can see it on theirside, right?
And it's so, it's so wonderfulto me to be able to feel even
that much closer going throughthis process with you guys.
I didn't know or anticipate thatthis was gonna do that.
(31:38):
So it's been for me, I feel likeI've learned a lot.
SPEAKER_04 (31:42):
I love that, Tony.
Um, by a show of hands, who herefeels like Tony loves them?
Like legitimately loves them.
Yeah, so Tony, Tony is abeautiful representation of the
concept that the person wholoves the most is the most
influential leader.
(32:03):
And so I am in awe of herleadership and so grateful for
her beautifully imperfect andpowerful person.
And I say imperfect for areason.
I want to, I I I I I wouldn'twant some I people do this where
like they over-glorified.
There's there's no more glorythat we could possibly do than
(32:25):
look at every possible aspect ofwho we are, especially the
imperfections.
And I don't even know if I couldcount.
I can't even tell if I could herher weakness comes from loving
too much.
Like if someone asked her, thatwould be her weakness.
Hope.
SPEAKER_09 (32:41):
Yeah, hi.
So first I'd like to apologizebecause I'm not always um
checking my WhatsApp, but Ipromise I'm reading it.
So um, like um like Kim,probably yeah, here in the
Philippines, I really don't liketo share things.
I'm used to have like trainingwith international like bosses
(33:02):
before when I worked with likeWells Fargo and PayPal, but it's
not like this, it's just likework, work, work.
So whenever they ask you justnumbers, show your numbers, and
that's it.
There's no like I cannot barelysee them like sorry, smiling at
me, something like that.
So I used to like just answertheir question by yes, no, and
show them the report.
(33:23):
But when I um when I opened myWhatsApp, I I was actually
surprised and reading all thethe messages from other VAs,
like from other Filipino VAs,and of course, from for
international, like like Tony,you, Will, and Kayla, of course,
and Denise.
I was actually surprised atfirst.
And it, I I I want to bepromised, my first thought was,
(33:46):
why am I reading this?
That's actually my firstthought.
Why am I reading this?
I need to take care of my son,and I cannot check my phone.
And then, and then I just readand read, and I realize, oh,
this is for my own sake.
I need this.
And then, and then one day, ornot really one day, my my
husband told me, you know what?
You have such a good team.
(34:06):
So you really need to like spendtime, even just the time to read
it and reflect.
So in Filipino way, of course,I'm not gonna say it in Visaya
because we're talking in Visaya.
I'm sharing actually all the uhall the experience whenever I
read it, because I explained itto him in Visaya and Tagalog,
because just really not good inspeaking in English.
So he always um asked me, Areyou happy?
(34:29):
Of course I'm happy, but why areyou not checking your WhatsApp?
Because our son, I always havethat excuses.
And he asked me, You can go tothe restroom, go out, and just
spend five minutes and read.
And that's when I realized whenI back read, I I realized that
I'm in a good team.
So because after I read all, Irealized that I let my guard
(34:52):
down.
So I was actually smiling when Iwhen I submit my like the 58th
day, sorry, the the day 50challenge when I add the the
rice.
Sorry, it was just out of mesaying, oh Kate then I need to
stop eating rice much because Ireally love rice.
So yeah, and then I was justlaughing and telling myself, oh
(35:13):
my god, I'm telling everythingto them now.
So because of this training, um,I feel that I'm confident enough
to tell Kayla I need this, totell to tell Denise I need help.
So unlike before, I was alwayshesitant to ask help.
Um, with Kim also, when Kimreached out in regards to I I
(35:33):
sorry, Kim, like the mistake, Irealized Kim opened up to me.
So she trusts me.
So I feel like, oh, I can trustother people too.
So because of this training, Ireally say one of thank you
first to Kim, of course, toWill, because I know you're the
head of all this, of all ofthis.
Sorry, I'm not really good inwords, but because of this, um,
(35:55):
I'm happy, I learned how totrust, even virtually, and of
course, I'm now I don't, I'm notafraid anymore if I make a
mistake and I commit.
And yeah, for me now, conflictis just normal thing, and I just
need to accept and learn fromit.
So, yeah, that's what I learnedfrom this.
(36:16):
Thank you.
SPEAKER_04 (36:18):
Hope rocks.
Hope you're our newest teammember.
I honestly don't know what wewould do without you, man.
Like you are so important.
I agree, and and your energy andyour love.
You know, it's hard because likethere's different personality
types, right?
Like hope, hope is a little bitlike Tony, right?
In terms of like just energy andso forth.
(36:39):
But then there's like Kayla,right?
Kayla's not like Tony.
I'd say, like, Abby and andKayla, and maybe even Liz a
little bit are in that sameboat, right?
And it's it's beautiful becauseleadership expresses it itself
powerfully through ourindividuality.
So even though Hope and Tony aresimilar, they're still very
different people.
Just like Kayla and Abby and Lizare similar people, they're very
(37:01):
different people, like, but it'sjust it's that connection around
leadership.
So we don't need to worry on howwe come across.
I I love hearing Hope becauseshe's she's verbal like me and
she'll kind of you know expressit all out there, and and that's
great.
But I love the quiet dignity aswell.
There's no wrong way to be aleader as long as we're leading
(37:22):
from love and being authentic.
There's no wrong way to be aleader unless we're leading, as
long as we're leading from loveand being authentic.
That's it.
Isn't that cool?
So, because like the comparisongame is out there, it's real.
You know, our happiness in lifeis equal, it's a formula, our
happiness is equal to thequality of our life minus our
(37:45):
envy.
That's it.
So loving who we are.
I love that, Denise.
SPEAKER_05 (37:51):
Um, what I appreciate is the way that the
prompts are in this leadershiptraining is that it brings out
different life experiences thatwe have either encountered or
are looking to encounter, and weget to show a vulnerable side
that then empowers all of us.
I think all of us giving ourvulnerable side is letting it be
known that we are powerfulpeople and that we're just the
strengthening force as we'recontinuing each new day.
(38:15):
And I'm loving that because Icame in feeling very weak in the
team just because I didn't knowwhere I can contribute or where
I can contribute, but knowingthat I have different life
experiences than other people,that that's something I can
share and learning from all ofyou guys so beautifully.
So thank you for the shares andthank you for the growth.
I love doing this with you guys.
SPEAKER_04 (38:35):
Yeah, Denise is another one of those whose love
and service just per like Iwould say I think people don't,
because she's so kind, I thinkthey would mistake her strength
as weakness.
Because we confuse weak kindnessas weakness all the time.
But there is very few people aspowerful as Denise on this earth
that I've met, and I've knownlots of people.
(38:56):
I am so grateful for Denise.
So I'm gonna wrap things up bytelling you guys a couple things
maybe you didn't know.
Number one, do you guys knowwhere this training came from?
Like, where did this will pullthis off the internet?
I have spent hundreds ofthousands of dollars over the
last 15 years on coaches, onbooks, on I mean, the hours I've
(39:19):
put into these things.
I am a student of students.
One of my strengths is being astudent.
I love learning and I haveabsorbed these things and have
been applying them in businessfor decades now.
And I would say pretty well,just acknowledging the fact that
like there isn't there's onething to learn, it's another
thing to apply.
And so where this came from isthe top 2% of the most important
(39:42):
things that I think any leadershould know.
And so when I programmed ChatGPT, it was like, here are the
30 people, and here are thetopics, and here's the general
ideas, and here's the conceptsand the outcomes I want, and all
these things.
So, even though this kind offeels week to week, a little
like, oh yeah, that was good,that was good.
There's a bigger story here.
(40:03):
The second we thing I need toask you guys, I don't want you
to answer it, just think aboutit in your heads and I'll tell
you why are we doing this?
Why are we spending time onWhatsApp when we could be
working with our kids, right?
Or when we're on the weekend orwhatever, why are we spending
time?
Does it better the business?
For sure.
(40:24):
If you guys become strongerleaders, thank you, Tony.
What I care about more thananything goes back to our
purpose to build and strengthenfamilies.
My first priority as your chiefrock star is your family.
That's my priority.
These lessons and rules aregravity.
(40:46):
When learned, you'll become amore effective mother, sister,
daughter, brother, husband,wife.
You will be more powerful atthat family level.
You'll be so much that is thegreatest gift of my professional
career.
Do you guys know why I work ashard as I do?
Do you guys think I have to workthis hard?
(41:07):
I could be on some beachesplaces, I could be doing a lot
of other things, but all of itwould be sad for me.
Because number one, the more Ispend time with you guys, the
better leader I become.
Tony and Kayla and I, just as aquick lesson, taught me
something this last week.
Something went wrong.
(41:27):
I don't even remember what itwas.
And because of the leadershipprogram, Tony reminded me of
what I was teaching her wasJack, the I forgot his name, but
he's uh the military guy.
And he said, he's like, good,when something goes bad, you
remember the video?
Hopefully you guys have all seenit.
Something goes bad, good.
Because there's that means thatthere's an opportunity to learn
(41:48):
and grow and change.
And we did.
I forgot what it was, but it wassomething amazing.
Tony, do you remember what itwas?
SPEAKER_07 (41:55):
Well, there's a few.
There's a lot of things that Iheard about in the last week.
SPEAKER_04 (42:00):
I I could probably count four, but let's let's like
one of details is because oftime, but thank you for looking.
I just the point is that umthere's a scripture in Proverbs
in the Bible, it's one of myfavorites.
As iron sharpens iron, so do wesharpen each other.
And so as we spend timetogether, just remember that's
(42:21):
the why of the program.
We are doing this because wewant to develop your leadership.
Because first and foremost, youneed you want to be the most
powerful person you can be forthe people you love, and then
you get to apply it here atRockstar, and just so happen to
change thousands of lives in theprocess and break some records,
(42:42):
and in so doing, provide moremoney that goes back into your
family, and on and on and on wego.
That makes sense.
So appreciate you guys as a sidenote.
Kim, maybe we should hit recordevery time I start training on
go live on YouTube or something.
That could have been a smallpodcast.
Save me time later, but verygrateful for all of you guys.
(43:02):
Um, looking at the agenda now, Iam sad that Andre wasn't here
for many reasons.
But I don't have anything hereexcept for my yellow item from
Denise about Lance.
We're looking at the parkinglot.
There's one item called voicechanging software for Lance
Gross.
SPEAKER_05 (43:22):
Yeah, he uh asked about, okay, so that quick
backstory is they were needingsome quick short-term part-time
VAs, and we can't do that.
So they went and looked into acouple of their companies
because I had suggested a coupleto them, and they said that
there were some VAs that reallythick accent, but very great
experience.
And there was some sort ofvoice-changing thing that was
(43:44):
able to help calm down the thickaccent, and asked if that's
something that we have lookedinto and thought about because
we thought that that would helpfor a lot of these amazing
candidates to possibly findhomes with partners because when
they're dealing with clients whoreally are going to be a little
more sensitive to a thick accentpublic, um, that um that could
be something that could behelpful to us.
(44:04):
So I didn't know if all of youguys in the Philippines are
aware of something like this.
I mean, I wouldn't want it tojust offer it to anyone, but if
there was somebody who was in aninterview that really was
someone that was standing outthey really wanted, but then
came back with the, oh, buttheir accent's too thick, that
we would be able to then sharethis um idea of um possibly the
voice changing.
SPEAKER_04 (44:24):
That's why I was bringing it because thank you
for bringing that to the table.
And you know, my initialreaction to that is we don't,
since we don't struggle withthat, I don't know if I want to
take time to like apply that tothis group.
Okay, I think the bigger thingthat I heard was just that Lance
wanted some additional VAs thatwere part-time that we couldn't
support him with.
So we had to refer that out.
To me, that was the bigger partof that share because it's like,
(44:44):
oh, it's interesting.
I wonder what that looks like.
But um, at the same time, Istill am grateful for the way we
operate.
I think that being full-timemakes sense.
I would never want to go topart-time ever.
SPEAKER_05 (44:53):
No, no, and they only did it for like a month or
two because they were changingEMRs, so we knew that we really
couldn't even do that.
SPEAKER_04 (45:00):
Got it.
That's an interestingdiscussion.
I wonder if there was a way thatwe could have sold a full-time
VA for a short period of timesince we're growing so fast.
I mean, there would be therecould be some value.
And my my thought is if we couldbring them on, I almost wonder
after they make the connection,if they wouldn't find them a
home as they're growing anyway.
Just an idea.
Just an idea.
(45:22):
Tom.
SPEAKER_07 (45:22):
I was gonna say, I don't know if we want to make
that like um a standard justbecause it does take a lot of
time in case we can't find thema home, but I wonder if we
consider it for whales.
SPEAKER_04 (45:35):
Yeah.
SPEAKER_07 (45:36):
Like the ones that are like, hey, I need someone to
come in and do this.
Can you guys can it and maybe weset it like, okay, two months.
And in and then when we have amonth, like how long do you need
two months, three months,whatever it may be?
I'm be like, okay, that monthprior, we're gonna be looking
for a new home for them, right?
So we're like basically likerecycling that that VA that
sounds awful, but like finding anew home for them.
SPEAKER_04 (45:58):
I honestly believe with our growth, I Tony, you're
dead right.
I honestly believe with ourgrowth for for whales, because
there was something really offin me that was like, we sent
them somewhere else.
That wasn't wrong, it's justthat's what I would have
probably recommended you to do.
But once I heard I'm like, yeah,I don't want to do that ever.
For whales, I think for whales,moving forward, let's make this
(46:22):
policy that as long as they'rewilling to keep them for
full-time hours, then can hirepeople for contracts for two to
six months.
My other thought is once they'retrained in physical therapy
world, I think they wouldimmediately get repurposed.
I think that there's a hugethat, in my humble opinion,
let's say worst case scenario,we find someone amazing who
(46:43):
stays for just two months indata entry and learns the EMR.
That would be one of those caseswhere Kayla sends that one
resume to a new lead and wedon't have to do a whole group
interview again.
Yep.
So moving forward, let's makethat known.
Denise, will you reach out tohim, let him know that we've
changed our policies toaccommodate him moving forward
and that if they need full-timepeople, as long as it's 40 hours
(47:04):
a week, we will accommodateshort-term contract because our
contract isn't even short-term.
Our contract is a 30-day notice.
Or even legally structured thisway, you can just let them know,
like, hey, if you need to hirepeople full-time in the future,
you can hire them for us.
And after those two to threemonths, if you don't need them,
we'll find them a home.
unknown (47:23):
Okay, I can do that.
SPEAKER_04 (47:24):
Because I believe we I'm confident we are gonna find
those people a great home.
And it would reduce the amountof work in the end.
And then and bigger, this is thebig thing.
Those whales are adisproportionate impact on our
business.
So we bend for them.
It's a little extra work forthem in a little bit, but we
want to keep them in our houseall times, unless they want to
(47:46):
go somewhere like superpart-time, in which case, no,
that's that's that's okay.
Yeah, Tony, I love that idea.
SPEAKER_07 (47:54):
Yeah, yeah, I was thinking Denise probably, I
mean, he probably was lookingfor part-time, it sounded like,
but still.
SPEAKER_05 (48:00):
Well, no, yeah, part of her had reached out and just
said, we just have like it, it'sonly gonna be like a month or
two, if that, because she didn'tknow how long it would take to
transfer information.
Um, if it's like, that's all wecan use them for.
I was like, well, we don'treally do that.
SPEAKER_04 (48:12):
Oh yeah, was it part-time?
Was it part-time meaning 20hours?
SPEAKER_05 (48:17):
They only needed, well, they just they didn't have
the hours exactly designed yet.
They just needed someone, theyneeded the able bodies to take
and put data into the new systemand make sure that everything
was set up properly for a veryshort period of time until they
were up and running with thenew.
So actually, what they've beendoing is they've been using um
their team are working onSaturdays here and there that
they've all agreed to to help sothey can make some more money
(48:38):
off of it that way.
SPEAKER_04 (48:40):
Awesome.
Yeah, so let's be really clearin our language across the board
as a company that part-timemeans, and we don't do part-time
means 20 hours less thanfull-time hours, which is 40
hours a week.
So we don't do 30, we don't do20, but we do temporary
full-time.
See the difference, we dotemporary full-time.
(49:01):
So if you need someone full-timefor months, and this is just for
whales, and we we can look atthat for other clients if it
goes really well.
But for whales, I just thinkit's that extra effort that we
would want to do to make sure wekeep them.
Because again, we only havethree to five whales or
something like that in our ourcompany right now.
So if we can honor them in thatway, that'd be great.
But great share, Denise.
I appreciate you bringing thatup.
(49:23):
Okay, I'm gonna move that offthe list if you're okay with
that.
All right, guys, one more close,Tony.
SPEAKER_07 (49:30):
Uh hungry.
SPEAKER_08 (49:32):
Sab coffee, love, Liz.
SPEAKER_10 (49:41):
Training.
Um grateful.
SPEAKER_09 (49:49):
Um, who else?
Will oh Abby, sorry.
SPEAKER_04 (49:55):
Rice, Will.
Uh mine is humbled.
Um, is that is that everybody?
Okay guys.
Yep.
Have a rockin' day.
We'll see you in differentmeetings and uh yeah, have a
good one.
We'll see you soon.
SPEAKER_10 (50:10):
See you guys.
Today's episode of the Will Power Podcast comes to
you from a live team meeting.
All right, guys.
Well, let's kick off themeeting.
I would love for Andre to stayon the whole meeting, but and as
much as he would like to, Ithink it makes sense for us to
have a quick his introductionfirst, let him save his power.
Um, you might for whatever youcan do.
(00:21):
Unless I mean if you really wantto stay, Andre, I'm not gonna
kick you out of the meeting.
But I'll let you go first, andthen if you need, I think it
might make sense for you to haveto jump out so you can save your
cell phone power in caseanything else comes up
emergency.
That way we can get a hold ofyou.
And and honestly, you probablyneed your cell phone for
emergency reasons anyway.
SPEAKER_03 (00:38):
Good point.
I wasn't thinking of that.
SPEAKER_04 (00:40):
So let's let's Andre, let's have you kick off
with your warm-up and then passit to somebody else, and then uh
we'll thank you for being on thecall.
SPEAKER_03 (00:48):
Okay, awesome.
Uh, don't say goodbye to me yet.
I I think I can stay for thewhole call.
Okay, uh, one word open.
Um perseverance, I would say.
I got everything done in spiteof everything that's happened,
you know.
Um, I I did my calls with aflashlight and on laptop
battery, so nothing's stoppingme.
(01:08):
I just feel like um, I just feellike uh with everything that's
been happening, um everyunfortunate circumstance that
it's been happening, nothing'sstopping me, and I feel really
good about it.
So yeah, that I just want toshare that with the group.
And um for acknowledgments, ohpink elephants, I don't have
any, um, except for myeverything that's going on right
(01:32):
now.
But I'm trying to keep apositive mindset about it.
And for acknowledgements, I wantto acknowledge the whole team
for stepping up.
Uh, thank you for helping mewith this with this bit.
And um, for good news, seemskind of uh backwards to say.
Uh, good news is I'm happy, I'mhealthy, and I'm alive, and my
(01:53):
family's safe.
And um, yeah, I'm passing itback on to you uh my dog.
Sorry.
SPEAKER_04 (02:01):
You're passing it to me.
Did you pass it to me?
SPEAKER_03 (02:03):
Yeah, yeah.
SPEAKER_04 (02:04):
Okay, thank you.
Yeah, my one word is uhgrateful, very grateful today
for this team and for Andre'spowerful example during this
horrible thing that's happenedover there.
Um, my hold on, I gotta pull upthe thing.
My head's so like in the weedsnow on on this event.
So uh pink elephants, I havenone.
(02:25):
Acknowledgments is Tony freakingWilliams, man.
She crushed it at these events.
We we had the biggest influx,and this is also gonna go into
our wins.
Um, we had the she and I wereable to share and work together
two different events the lasttwo weeks, and boy, did we crush
it, man.
(02:45):
It was just such a massivething.
Special kudos to Kayla as well,who helped us.
Um, but I just want toacknowledge Tony because she and
I have developed an art ofworking together, and it's just
an unstoppable force.
And we're gonna continue tobuild this brand in the industry
in a way that like literally noone's gonna be able to compete
with us.
We are already.
I had a guy from a virtual,another virtual assistant
(03:07):
company come up to me and he'slike, we need to talk because I
have a VA company, we gottalearn to work together, and I
could tell he was just scared.
He's like, I've got thiscompany, and you're everywhere.
I see you guys everywhere doingeverywhere online, everywhere
like, yeah, kind of we're we'rewe're shocking on.
Um, I also have to give a hugeshout out to Denise, who bravely
(03:28):
flew into her first event as arock star and crushed it.
She and Michelle Bambenek alsodid an incredible job of
relationship management.
And um, I love it when you guysget a chance to see these things
because there's a newappreciation of the amount of
work that goes into them.
In some cases, I'm sure youmight feel jealous because they
are so fun.
(03:48):
And on the other hand, there isso much work that goes into
these things.
There's just between the traveland the follow-like the now that
we're all back, is when the workreally begins.
We've got so much stuff thatwe're building on.
Abby's gonna help us.
Uh she's gonna learn about somethings in our our afternoon
meeting.
But but guys, anyway, Tony won'tgo into this, but she has, I
(04:09):
think, one of the busiest weeksthat we've ever had in her
discovery calls booked.
Um, I know it's as to put it inthe in in retrospect, or in
excuse me, in comparison, hershe has as many discovery calls
scheduled right now.
More discovery calls scheduledright now for starting in this
week and next week, uh, than shedid the entire month of
(04:31):
September.
Like, we're just packed withdiscovery calls.
So, ops teams, get ready, it'scoming.
Um, other good news, so many, somuch good news.
There's too much to talk about,guys.
We're we're out there havinglarge discussions with multiple
large companies on how to scale.
We got in really good withRaintree.
Um, and podcast team, superexcited about how we're gonna
(04:55):
leverage the podcast to reallygrow our business uh
specifically by having these bigpeople on our show.
But anyway, yeah, super excited.
And then um, yeah, that's thoseare those that's me.
I'm gonna pass it now over toHope.
SPEAKER_09 (05:11):
Hi, good morning, uh, good afternoon, everyone.
So uh one word open for today.
Um still coffee, uh pinkelephant, none for me.
Personal note, none, but for invirtual rockstar, I would say
still Joan.
So her invoice bounced fourtimes, uh three times again.
(05:32):
So yeah, that's that's the onlything now I need to work on.
Um communicating with her.
Um, acknowledgement, of course.
Thank you, Denise.
I'd like to shout that I reallyappreciate you.
First, um, thank you for askingme and regards to Joan.
It really means a lot, meaningto say that you are also
checking on Joan to make surethat he she pays the invoice.
(05:56):
Another thing is always keepingme updated with partners
communication.
So thank you so much.
Good news.
Um, for me, um, like Andre, myfamily's happy and well, so for
me, it's already a good news.
And for me working here in thiscompany, yeah, for me that's a
good news.
Thank you.
Um, passing it to Kim.
SPEAKER_02 (06:21):
I knew it.
Good afternoon, everyone.
My one word open is blessed.
Um, I don't have any pinkelephant.
I'd like to acknowledge.
Well, and Andre's still here.
Andre for being here.
I know it's super scary.
Um, but good thing that you'resafe.
But and then you still chose touse your battery for like
(06:43):
joining the meeting.
Um, good news is that yeah, samewith Andre, we're safe.
Um, I'm closer with family now,so good thing that we're all
together and we're safetogether.
So that's it for me.
I'll pass it to Sam.
SPEAKER_08 (07:03):
Thanks, Kim.
Um, one word open for me,grateful uh pink el answer and
then so for acknowledgement.
Uh I would like to acknowledgeum Kim for consistently checking
on us and making sure that uheverything uh is in place and on
juice and for our um uh tasksand also for Will for still
(07:29):
showing up uh last week with itwith us, even though it's a
hectic week for him in theevents, and also for uh Tony for
and uh Denise for all the photosfrom the event that we're gonna
use on social media.
Thank you for ushering it to me.
And also um, good news, uh, weare now on 21,000 on uh
(07:53):
Wheelpower podcast YouTube.
So thank you so much for uh forthe support as well.
We'll and yeah, that's it.
I'll pass it on to um Abby.
SPEAKER_00 (08:07):
Thanks.
Um good afternoon, everyone.
Um, my one word open is Davaobecause I'm in Davao now.
Um, I'll be having our umpresentation tomorrow afternoon
in um Philippine afternoon time.
So yeah.
Um no pink elephant for me.
(08:27):
And what was that?
Um acknowledgement.
Um, I would like to acknowledgeDenise for being so organized
last event.
I received um the list of umleads together with the little
notes with them, and I really,really appreciate that because
it um helped me build the emailsfor them.
(08:49):
I'd also like to acknowledgeTony for um for all the help
that he did last event.
Um and um what else?
One word open.
Um wins.
So same with Andre.
Our family is safe.
Um we didn't um experience theearthquake.
(09:09):
So that's a wee affirm.
So I'm passing it over toDenise.
SPEAKER_05 (09:14):
Thank you, Abby.
Um, my one word iscommunication.
I've had a lot of communicationwith uh partners and VAs due to
the pink elephant, the supertyphoon that we're still reeling
from, and then now theearthquake today, and then in
fear of tsunamis happeningbecause of that.
So there's been a lot going onwith that, and I'm so sorry that
Mother Nature is giving you allsome right now.
(09:34):
Um, and then foracknowledgments, um, it'll be
Hope.
Um, Andre and Liz, thank you somuch for pivoting so much.
Last week we were bombarding youwith things, and nobody gave you
a break at anything.
So thank you so much forstepping up with such great
grace and being just the rockstars that you are.
Abby, thank you for taking a bittime from me with all of this
(09:56):
stuff.
I really appreciate it.
I tried to be organized to makeit as easy as possible, but um I
really appreciate your help withthat.
Um, and good news, I wanted thepodcast team.
I have to tell you, there wereso many people that came over to
Michelle and me and they justlove the quality of the podcast
and the stuff that's coming atthem.
You guys are crushing it.
So thank you so much for all ofthe work that you guys do.
(10:19):
Um, and then I'm gonna pass itto you, Tony.
SPEAKER_07 (10:22):
Thank you, Denise.
Oh, that's so wonderful to hear.
Congrats, guys.
Um, my one word open isthriving.
Um, let's see, pink elephant,none uh acknowledgement.
I've got a few.
I'll make them quick.
Doesn't make them small becausethere's a few.
Um, Denise.
Freaking great job.
I'm going to breakthrough.
(10:42):
And I heard you just didwonderful from Michelle.
So thank you so much forstepping in since we were so hit
so hard with these four events.
Will, as always, goodnessgracious, I love doing these
with you.
Like we always learn so much,and our company grows so much
every single time.
I just adore you, and yourleadership is honestly the best
(11:02):
thing that I've ever had.
So um, Abby, huge shout out toyou.
You are doing so wonderful andare and are on top of all of
these four events that we justhad back to back, and you've got
all these contacts coming toyou, and you're like creating
email campaigns and getting themthe leads and making sure
they're all contacted right awaybecause what?
(11:23):
Speed.
We got to do this fast, right?
Or we lose these deals.
All this work on the front enddoesn't go anywhere if we're not
fast with our follow-up.
And that's Abby, you guys.
So thank you, Abby, for all thehard work.
Um, and also Kim for pivotingevery time we had little errors
pop up or little things that wehad adjust in the middle of
these us being on site at theseevents.
(11:45):
So, Kim, you and your team justhelping us out.
Thank you, thank you.
Sab, thank you so much forreminding me about the pictures
because I would have forgottenbecause there was so much.
And I was like, that's awesome!And then I got in there and
started sending stuff.
And then Liz and Andre, holycrap and hope.
You guys, thank you so, so much.
Just all your hard work on theoffside because it's about to
(12:05):
get heavy on your guys' side,and we're gonna be here to
support you guys too.
We're gonna be here to supportyou guys too, okay?
SPEAKER_06 (12:13):
Oh, uh, good news.
You guys, I have this week alone18 discovery calls, and that was
with no calls yesterday.
18 in four days, eighteen.
Okay.
(12:34):
Next is Liz, and then when Ithink we're done.
SPEAKER_10 (12:38):
Thank you, Tony.
One bird's open, grateful aswell.
Um, thank elephants.
I don't think I have anythingright now.
Um, acknowledgement.
Well, first, Andre for setting agood example today.
Um, I'm so thankful that you andyour family are safe.
Um, Denise and Hope, thank youso much.
(13:00):
Yeah, last week was very messy,but thank you so much, Denise
and Hope for all the thesupport.
Um good news.
Um I think having everybody safefrom the earthquake.
I mean, they sent like acheck-in email with with all the
VAs earlier.
Um it was traumatizing, theysaid.
(13:22):
For sure it was.
Um, but knowing that everybodyis safe is, you know, um, I
think that's that's the goodnews that I would like to hear
today.
Um, yeah, I'll pass it back toyou, um Will.
SPEAKER_04 (13:36):
Thank you so much, Liz.
I sure appreciate that.
You know, we've got um somereally cool opportunities today
to uh do some training, but morethan anything, I need you guys
to remember to be the first toshare.
And uh you remember that to keepyour cell phones computer for
company use, screen onconfidentiality rule, own your
(13:56):
own experience.
As we get into our trainingtoday, I wanted to take a
second.
You know, this week we're doingsomething different for the
leadership training abouttesting you guys.
We're actually testing you now,and we're gonna be reviewing
that.
Who here has taken the test?
I know Tony has, Denise hasn't,Kim hasn't, Liz hasn't.
So just Tony at this point.
So please make sure you get thatdone by the end of this week.
(14:18):
And um, we'll do some trainingtoday to talk about that.
But before we we get to thatpoint, I don't want to miss the
opportunity just to acknowledgewhere we are as a company.
All of you, I want you to sitback and just think about where
we are now versus a year ago.
It's end of September.
Kim joined, Kim hit her one-yearanniversary just a few weeks
(14:41):
ago, a year ago.
And look where we are.
I am gonna pull up statistics.
I am gonna use this opportunityjust to show our stats because
it does really highlight when welook at that, because remember,
it's not about the numbers, butthe numbers do measure where we
are and give us that clarity sowe can just see where we are as
(15:01):
a team.
So, you know, I don't knowexactly where we were
statistically a year ago, but wewere nowhere near where we are
today.
So just want to highlight thatwe have 200, and this isn't even
updated because Kayla's on onvacation, but we we are, I
think, above 220 now in terms oftotal number of FTEs, 220.
(15:23):
We only needed to average 14.1for the rest of the year.
We have three more months left,guys.
We have done, we've donethree-fourths of the year
exactly as of the end of today.
We have exactly one 25% of theyear to go, and we are on track
to break our super bonus.
(15:44):
We have to hit 14 net new FTEs,and we're already two in for
October.
So I guess my main thought ishow confident are you guys that
we're gonna hit this thing?
SPEAKER_05 (16:01):
Well, Tony's calendar is telling us they're
pretty confident.
SPEAKER_07 (16:04):
We're confident, guys.
SPEAKER_04 (16:07):
Listen, I for your sake, I want us to hit this.
I want us to hit this.
Let's make this from now to theend of the year the highlight of
what we talk about in thismeeting because it's not about
that number.
It's not about the bonus moneythat I want you guys to get.
It's about the lives that we'reimpacting here as a team.
(16:27):
And and so let me stop sharingscreen just for a second.
Okay.
So Tony and I were only, Iwasn't able to go with Denise,
obviously.
So Tony and I had thisexperience of going to mind
share.
I want you guys to understandthat was a new market, totally
new people, not just physicaltherapists.
We were talking to doctors ofall kinds, and we were walking
(16:48):
into that event thinking we'renot going to continue to do
this, right?
Like, this is not multi-level,multi-location physical therapy
where we're growing the fastest.
This is something else.
And so we walk in there, and wehad a dozen or more clients who
walked up and said, Thank you somuch for your VA.
(17:09):
They've changed my life.
And I wish you guys could bethere and see it.
So the best I can do iscommunicate it to you.
You guys might have a bettersense of the VA's lives that are
being changed.
They're not just getting ahigh-paying job, they're getting
a mentor, they're gettingsomeone who cares about them,
they're getting someone whoinvests in them.
(17:30):
And that was so humbling to mebecause here we were in this
market, and all these peoplewere coming up, and then I had
the chance to speak and get ourcompany got promoted because
they trust us.
They gave me a chance to speak,and we were able to get promoted
because of what you guys havedone.
And so, as a result of that, wewere bombarded with all these
(17:50):
new people who are scheduling.
People were like missing out ifthey didn't work with us.
And so we decided, no, we'regonna stick with this because
why wouldn't we just hire peopleto help grow that since it's
such a profitable vertical?
We just don't want to put moreinvestment money into new
vertical growth in that way, butlike why would we stop with
that?
And then we went to TherapyCon.
(18:11):
And I was shocked that we had asmany clients as we did at that.
I didn't think we we would knowthat many.
So many things again.
Thank you for what you've donefor us.
We're so excited about whatyou've done, and so much more
interest.
People are like, tell me moreabout this.
I keep hearing things about you.
So I just I need you guys tounderstand that what you guys
are doing is no small thing.
(18:33):
We are easily one of the fastestgrowing VA companies in the
world right now.
We are the fastest growing VAcompany that specializes in
PTOTSLP by far.
There are copycats popping upleft and right around us trying
to take what we've built, andthey just can't do it because
they're not you.
(18:54):
And we are just getting started.
We have so many fun things thatwe're gonna be doing.
And and I just want to thankyou.
Like, we wouldn't be able to dothat without Abby's amazing
emails.
Abby's email that she's creatingfor PPS is just amazing, just so
amazing.
(19:15):
She may not hear that often fromme because I'm always editing
what she does.
I'm always like, thank you.
Here's what I need you to dodifferently.
So she, if she hears it wrong,it sounds like it's never good
enough, but that's just mehaving super high standards with
someone who's capable of doingsomething super amazing, and
that's what she's done is buildsomething super amazing.
So we've got with all of ourlittle pieces are coming
(19:35):
together.
We know who we need to hire for.
We've got more people that needto join this team.
This team, more people arecoming, and we're gonna find the
best people.
We are going to find the bestpeople, and and with the recent
change in pricing, we're gonnabe able to afford to do more as
a company, not just for ourclients, but for each other.
(19:55):
So just wanted to kick off thisidea that for the rest of the
quarter, whoever's in charge asCEO, I want the very first thing
that we do to show where we arefor the end of the year before
we even do one word opens.
I want the very first thing tobe, okay, guys, let's go
straight to where we are for therest of this year.
I want that to be our primaryfocus because, dad gummit, we're
(20:19):
gonna hit that number.
We are going to get that superbonus out for you guys because
you deserve it.
And so we'll make that the toppriority, then we'll go into
that piece.
Kim, could you add that to thevery top line of the agenda for
us, please?
Yeah.
Okay, so I have just a fewminutes here.
I wanted to spend some trainingtime with you guys regarding
leadership.
I'm gonna share screen again.
(20:39):
This time, what I'm gonna do isa share screen regarding, I want
you guys to see the overview ofwhere we are.
We're over halfway into our90-day leadership challenge,
which is totally taking monthsbecause we're doing 90 workday
challenge.
We're doing it, so it's fivedays out of every seven, is when
we're doing this.
So, as of right now, we are atweek 11, the test, but we've
(21:02):
done 50 of the 90 days.
We're just barely over halfway.
Bye, Andre.
Rock and roll, man.
SPEAKER_01 (21:08):
Thanks.
Bye everyone.
Thanks for letting me know.
You you brought up a really goodpoint with me conserving my
battery for emergency purposes.
SPEAKER_04 (21:15):
Yes, please look conserve.
You're with you.
You're up.
SPEAKER_03 (21:19):
Thanks, guys.
See ya.
SPEAKER_04 (21:22):
Okay, so I want you guys to see the flow of how this
was built.
I obviously worked with AI, butI did not use AI to build this,
I worked with AI, bigdifference.
So I want to just review week byweek the themes.
The first week building trust.
So, first and foremost, why doyou guys think out of a 90-day
(21:45):
challenge we spent the firstweek working on trust?
That wasn't accidental.
That's me telling you that isthe most important part of any
leadership development islearning about trust.
Why do you guys think trust wasthe very first thing we started
learning about?
Denise.
SPEAKER_05 (22:04):
It's the foundation that we start on to make it so
we can build everything else.
SPEAKER_04 (22:09):
Love that, Tony.
SPEAKER_07 (22:11):
Mine was similar.
It's the number one thing thatwe need for us to be able to
grow.
So that alone without trust,there's no way we can go into
any other step culturally,growth within productivity,
anything, any of it.
SPEAKER_04 (22:22):
Yes.
A leader, first and foremost,develop trust, right?
Like, and the reason, andthere's we in the in that whole
training that might be a bookthat we actually spend time
reading more in detail, but youknow, when we talk about trust,
we talk about results.
We talk about faith.
(22:43):
You know, we talk faith aboutlike we really we we hope and we
believe in each other, and thenwe verify with statistics and
results.
Like there's it, it's it's kindof the thing that connects all
the other outcomes that we careabout as a company.
But when you think about trust,there's this emotional
connection that exists.
(23:04):
Like the best leader I know inthe world is my mom, hands down.
Lynn Humphreys isn't perfect bya far, by large margin.
Lynn Humphreys is an imperfectperson who loves greatly.
And and I trust her, I I trustthem, I trust the fact that she
(23:26):
loves me so much that whatevershe says, even when she's wrong,
comes from a place of intendingto do what's best for me.
And so that's the connectionbetween trust and leadership.
If you feel like the personloves who you are, again, love
might feel like a strong word,right?
(23:47):
Because we use it romantically.
We're not talking about Eros,we're talking about a different
type of love that's that's morefamilial and like sibling-based.
That type of love is what setsthat stage for us to be able to
let our guards down, to show whowe really are, to make mistakes,
(24:08):
to trust that we'll be heldaccountable for things that we
do in error and success.
So when we have that trust,everything is built.
Um, we're not going to spendthis much time in every week,
but I wanted to really highlightto you guys why we focus so
heavily on trust.
Trust feeds into everything thatwe're doing here.
(24:29):
And if you guys leave thisprogram with any other lesson,
this is the one is that we builtwe develop trust through our
actions and by being our wordand by knowing that we matter,
and so we build.
Second week, we talked abouthealthy conflict, right?
This is where when we trust eachother, we can disagree, we can
(24:50):
hold each other accountable.
That was a great week to havethat.
I was held accountable myself asa demonstration.
And once we feel trusted andonce we can have those hard
conversations, it's an organicresult that we commit to the
group of people that we're in.
That's where we feel like that Risn't just a symbol of our
(25:14):
brand, but becomes arepresentation of what we stand
for.
That's when that shifts, is whenwe commit to each other.
That's what makes the R a realrepresentation of what we stand
for, is because it representsus.
That's why we put it on ourclothing.
Because it becomes who wecollectively create.
(25:37):
After that, accountabilitycontinues to hold that
commitment tight.
Once we are committed, wecontinue to hold accountable so
that it's like the insurancepolicy that keeps that
commitment tight because thesecond we get loose and just
say, Oh, we love each other,we're always going to do fine,
is the second that we startfalling apart.
Especially in marriage when thathappens.
(25:58):
Then we get more tactical,results-driven leadership.
Now that we have that, how canwe look at results as a style of
leadership?
We talked about growth andoutward mindset, how we're
looking at results in thetactical, but we're keeping a
big open mind so that we cangrow.
It's a weird balance of lookingat results, but also keeping a
(26:20):
bigger picture in place forourselves.
And then we talked more.
So the rest of the week startedtalking about styles of
leadership, right?
Servant leadership.
How do we communicate asleaders?
How do we influence as leaders?
And then lastly, as leaders,vision and innovation.
Every good leader has a visionand innovates and changes.
(26:44):
So that is a brief overview ofour training as a whole.
What I'd like to spend a littlebit of time on, let's just do
five minutes.
I could go for hours on this.
And I think what I want to do isjust spend the last five
minutes.
I'd like for you guys, now thatI kind of recapped this, I would
like to share with you guys whatI want to know from you, what's
(27:07):
changed for you as a leader.
If not much has changed, you canshare that.
There's no judgment.
It's more of a reflection of theprogram than it is on you.
But can some, can you, a few ofyou, we only have five minutes,
but I really would like to hearfrom as many of you as possible.
And so, like, can you think ofsomething that's happened during
this program that shifted foryou, whether the way that you
(27:28):
think, or was there somethingthat you did when you applied
some of this stuff, whether it'sin your personal world or at
work, that you learned from?
And so I'll turn the time overfor you guys to share.
SPEAKER_02 (27:46):
Um, I think what changed for me is I've noticed
um ever since doing that,because I'm just I have my walls
built up, but then thatleadership training, it's just
like oh, I can just be likemyself and be open and like
trusting everyone wouldunderstand where why I'm like
(28:09):
this, where I'm coming from, andthen it's just like oh it's like
the butt I it's like I'm justseeing the another side or
another perspective of life inpersonally and like in work.
So I'm so I'm I notice that I'mso much more open now, even
(28:32):
though I'm not really good withwords like in speaking, but I
feel like I'm more comfortabletalking about stuff that I can
speak about before doing thetraining.
If that if that I think that'swhat I noticed um ever since
(28:54):
doing the training.
SPEAKER_04 (28:56):
Love that.
Kim, you know, I want to thankyou for that share because you
have you have grown so much umin the in the company, and it's
it's the biggest thing I'venoticed is that you you are just
more yourself.
I think this is true for a lotof people in the Philippines
when they're becoming virtualassistants, is they have this
really professional protectivelayer.
And what you guys are learninghere at Virtual Rockstar is that
(29:20):
that's great to a point, but inthe end, we need the silly, we
need the mistakes, we need thetears, we need the celebration,
we need all of you.
We every last part of each ofyou, even your imperfections are
needed.
And with Kim, like who she'sbecome is this leader who's just
born that way.
(29:40):
I will say this before I pass itto Tony, and I want you guys to
remember this for the rest ofyour lives is that becoming a
better leader has a lot less todo with learning new skills and
a lot more about you just beingyou.
The greatest leader, the thegreatest power comes from you
just being authentically.
(30:01):
Isn't that interesting?
Tony.
SPEAKER_07 (30:05):
So for me, I've actually I feel like I've gotten
a lot out of this, you guys.
Um I've I've seen myself pushlike things that I've been
putting off, you know, like justlike as little as tasks to um
being uncomfortable givingpeople delegation at times,
being a leader, being to um, youknow, having conversations or
(30:29):
whatever that may be, like thosetypes of things has it's has
pushed me to like move forwardwith those.
And they all turned out great.
Um, the other thing is, oh, dowe miss somebody?
Sab left?
Or okay.
Um, the other thing is um I'vereally like began to appreciate,
acknowledge, and accept myselffor who I am and who my
(30:52):
strength, where my strengthsare, and also accept and
acknowledge where my where I canget better, right?
And the crazy thing is, is wehave the right people on a team
where where I'm not as strong,there are people on the team
that that's the strongest part.
And then I'm like, it's okay forthat to be for them, like it's
okay for me to lean on them.
And then the other thing is justI feel like Kim so much closer.
(31:15):
I thought we were close before,but I feel so much closer to
each and every one of you guysbecause I'm going through and
I'm reading your impacts inthis, and I'm like, crap.
And then I can see it on theirside, right?
And it's so, it's so wonderfulto me to be able to feel even
that much closer going throughthis process with you guys.
I didn't know or anticipate thatthis was gonna do that.
(31:38):
So it's been for me, I feel likeI've learned a lot.
SPEAKER_04 (31:42):
I love that, Tony.
Um, by a show of hands, who herefeels like Tony loves them?
Like legitimately loves them.
Yeah, so Tony, Tony is abeautiful representation of the
concept that the person wholoves the most is the most
influential leader.
(32:03):
And so I am in awe of herleadership and so grateful for
her beautifully imperfect andpowerful person.
And I say imperfect for areason.
I want to, I I I I I wouldn'twant some I people do this where
like they over-glorified.
There's there's no more glorythat we could possibly do than
(32:25):
look at every possible aspect ofwho we are, especially the
imperfections.
And I don't even know if I couldcount.
I can't even tell if I could herher weakness comes from loving
too much.
Like if someone asked her, thatwould be her weakness.
Hope.
SPEAKER_09 (32:41):
Yeah, hi.
So first I'd like to apologizebecause I'm not always um
checking my WhatsApp, but Ipromise I'm reading it.
So um, like um like Kim,probably yeah, here in the
Philippines, I really don't liketo share things.
I'm used to have like trainingwith international like bosses
(33:02):
before when I worked with likeWells Fargo and PayPal, but it's
not like this, it's just likework, work, work.
So whenever they ask you justnumbers, show your numbers, and
that's it.
There's no like I cannot barelysee them like sorry, smiling at
me, something like that.
So I used to like just answertheir question by yes, no, and
show them the report.
(33:23):
But when I um when I opened myWhatsApp, I I was actually
surprised and reading all thethe messages from other VAs,
like from other Filipino VAs,and of course, from for
international, like like Tony,you, Will, and Kayla, of course,
and Denise.
I was actually surprised atfirst.
And it, I I I want to bepromised, my first thought was,
(33:46):
why am I reading this?
That's actually my firstthought.
Why am I reading this?
I need to take care of my son,and I cannot check my phone.
And then, and then I just readand read, and I realize, oh,
this is for my own sake.
I need this.
And then, and then one day, ornot really one day, my my
husband told me, you know what?
You have such a good team.
(34:06):
So you really need to like spendtime, even just the time to read
it and reflect.
So in Filipino way, of course,I'm not gonna say it in Visaya
because we're talking in Visaya.
I'm sharing actually all the uhall the experience whenever I
read it, because I explained itto him in Visaya and Tagalog,
because just really not good inspeaking in English.
So he always um asked me, Areyou happy?
(34:29):
Of course I'm happy, but why areyou not checking your WhatsApp?
Because our son, I always havethat excuses.
And he asked me, You can go tothe restroom, go out, and just
spend five minutes and read.
And that's when I realized whenI back read, I I realized that
I'm in a good team.
So because after I read all, Irealized that I let my guard
(34:52):
down.
So I was actually smiling when Iwhen I submit my like the 58th
day, sorry, the the day 50challenge when I add the the
rice.
Sorry, it was just out of mesaying, oh Kate then I need to
stop eating rice much because Ireally love rice.
So yeah, and then I was justlaughing and telling myself, oh
(35:13):
my god, I'm telling everythingto them now.
So because of this training, um,I feel that I'm confident enough
to tell Kayla I need this, totell to tell Denise I need help.
So unlike before, I was alwayshesitant to ask help.
Um, with Kim also, when Kimreached out in regards to I I
(35:33):
sorry, Kim, like the mistake, Irealized Kim opened up to me.
So she trusts me.
So I feel like, oh, I can trustother people too.
So because of this training, Ireally say one of thank you
first to Kim, of course, toWill, because I know you're the
head of all this, of all ofthis.
Sorry, I'm not really good inwords, but because of this, um,
(35:55):
I'm happy, I learned how totrust, even virtually, and of
course, I'm now I don't, I'm notafraid anymore if I make a
mistake and I commit.
And yeah, for me now, conflictis just normal thing, and I just
need to accept and learn fromit.
So, yeah, that's what I learnedfrom this.
(36:16):
Thank you.
SPEAKER_04 (36:18):
Hope rocks.
Hope you're our newest teammember.
I honestly don't know what wewould do without you, man.
Like you are so important.
I agree, and and your energy andyour love.
You know, it's hard because likethere's different personality
types, right?
Like hope, hope is a little bitlike Tony, right?
In terms of like just energy andso forth.
(36:39):
But then there's like Kayla,right?
Kayla's not like Tony.
I'd say, like, Abby and andKayla, and maybe even Liz a
little bit are in that sameboat, right?
And it's it's beautiful becauseleadership expresses it itself
powerfully through ourindividuality.
So even though Hope and Tony aresimilar, they're still very
different people.
Just like Kayla and Abby and Lizare similar people, they're very
(37:01):
different people, like, but it'sjust it's that connection around
leadership.
So we don't need to worry on howwe come across.
I I love hearing Hope becauseshe's she's verbal like me and
she'll kind of you know expressit all out there, and and that's
great.
But I love the quiet dignity aswell.
There's no wrong way to be aleader as long as we're leading
(37:22):
from love and being authentic.
There's no wrong way to be aleader unless we're leading, as
long as we're leading from loveand being authentic.
That's it.
Isn't that cool?
So, because like the comparisongame is out there, it's real.
You know, our happiness in lifeis equal, it's a formula, our
happiness is equal to thequality of our life minus our
(37:45):
envy.
That's it.
So loving who we are.
I love that, Denise.
SPEAKER_05 (37:51):
Um, what I appreciate is the way that the
prompts are in this leadershiptraining is that it brings out
different life experiences thatwe have either encountered or
are looking to encounter, and weget to show a vulnerable side
that then empowers all of us.
I think all of us giving ourvulnerable side is letting it be
known that we are powerfulpeople and that we're just the
strengthening force as we'recontinuing each new day.
(38:15):
And I'm loving that because Icame in feeling very weak in the
team just because I didn't knowwhere I can contribute or where
I can contribute, but knowingthat I have different life
experiences than other people,that that's something I can
share and learning from all ofyou guys so beautifully.
So thank you for the shares andthank you for the growth.
I love doing this with you guys.
SPEAKER_04 (38:35):
Yeah, Denise is another one of those whose love
and service just per like Iwould say I think people don't,
because she's so kind, I thinkthey would mistake her strength
as weakness.
Because we confuse weak kindnessas weakness all the time.
But there is very few people aspowerful as Denise on this earth
that I've met, and I've knownlots of people.
(38:56):
I am so grateful for Denise.
So I'm gonna wrap things up bytelling you guys a couple things
maybe you didn't know.
Number one, do you guys knowwhere this training came from?
Like, where did this will pullthis off the internet?
I have spent hundreds ofthousands of dollars over the
last 15 years on coaches, onbooks, on I mean, the hours I've
(39:19):
put into these things.
I am a student of students.
One of my strengths is being astudent.
I love learning and I haveabsorbed these things and have
been applying them in businessfor decades now.
And I would say pretty well,just acknowledging the fact that
like there isn't there's onething to learn, it's another
thing to apply.
And so where this came from isthe top 2% of the most important
(39:42):
things that I think any leadershould know.
And so when I programmed ChatGPT, it was like, here are the
30 people, and here are thetopics, and here's the general
ideas, and here's the conceptsand the outcomes I want, and all
these things.
So, even though this kind offeels week to week, a little
like, oh yeah, that was good,that was good.
There's a bigger story here.
(40:03):
The second we thing I need toask you guys, I don't want you
to answer it, just think aboutit in your heads and I'll tell
you why are we doing this?
Why are we spending time onWhatsApp when we could be
working with our kids, right?
Or when we're on the weekend orwhatever, why are we spending
time?
Does it better the business?
For sure.
(40:24):
If you guys become strongerleaders, thank you, Tony.
What I care about more thananything goes back to our
purpose to build and strengthenfamilies.
My first priority as your chiefrock star is your family.
That's my priority.
These lessons and rules aregravity.
(40:46):
When learned, you'll become amore effective mother, sister,
daughter, brother, husband,wife.
You will be more powerful atthat family level.
You'll be so much that is thegreatest gift of my professional
career.
Do you guys know why I work ashard as I do?
Do you guys think I have to workthis hard?
(41:07):
I could be on some beachesplaces, I could be doing a lot
of other things, but all of itwould be sad for me.
Because number one, the more Ispend time with you guys, the
better leader I become.
Tony and Kayla and I, just as aquick lesson, taught me
something this last week.
Something went wrong.
(41:27):
I don't even remember what itwas.
And because of the leadershipprogram, Tony reminded me of
what I was teaching her wasJack, the I forgot his name, but
he's uh the military guy.
And he said, he's like, good,when something goes bad, you
remember the video?
Hopefully you guys have all seenit.
Something goes bad, good.
Because there's that means thatthere's an opportunity to learn
(41:48):
and grow and change.
And we did.
I forgot what it was, but it wassomething amazing.
Tony, do you remember what itwas?
SPEAKER_07 (41:55):
Well, there's a few.
There's a lot of things that Iheard about in the last week.
SPEAKER_04 (42:00):
I I could probably count four, but let's let's like
one of details is because oftime, but thank you for looking.
I just the point is that umthere's a scripture in Proverbs
in the Bible, it's one of myfavorites.
As iron sharpens iron, so do wesharpen each other.
And so as we spend timetogether, just remember that's
(42:21):
the why of the program.
We are doing this because wewant to develop your leadership.
Because first and foremost, youneed you want to be the most
powerful person you can be forthe people you love, and then
you get to apply it here atRockstar, and just so happen to
change thousands of lives in theprocess and break some records,
(42:42):
and in so doing, provide moremoney that goes back into your
family, and on and on and on wego.
That makes sense.
So appreciate you guys as a sidenote.
Kim, maybe we should hit recordevery time I start training on
go live on YouTube or something.
That could have been a smallpodcast.
Save me time later, but verygrateful for all of you guys.
(43:02):
Um, looking at the agenda now, Iam sad that Andre wasn't here
for many reasons.
But I don't have anything hereexcept for my yellow item from
Denise about Lance.
We're looking at the parkinglot.
There's one item called voicechanging software for Lance
Gross.
SPEAKER_05 (43:22):
Yeah, he uh asked about, okay, so that quick
backstory is they were needingsome quick short-term part-time
VAs, and we can't do that.
So they went and looked into acouple of their companies
because I had suggested a coupleto them, and they said that
there were some VAs that reallythick accent, but very great
experience.
And there was some sort ofvoice-changing thing that was
(43:44):
able to help calm down the thickaccent, and asked if that's
something that we have lookedinto and thought about because
we thought that that would helpfor a lot of these amazing
candidates to possibly findhomes with partners because when
they're dealing with clients whoreally are going to be a little
more sensitive to a thick accentpublic, um, that um that could
be something that could behelpful to us.
(44:04):
So I didn't know if all of youguys in the Philippines are
aware of something like this.
I mean, I wouldn't want it tojust offer it to anyone, but if
there was somebody who was in aninterview that really was
someone that was standing outthey really wanted, but then
came back with the, oh, buttheir accent's too thick, that
we would be able to then sharethis um idea of um possibly the
voice changing.
SPEAKER_04 (44:24):
That's why I was bringing it because thank you
for bringing that to the table.
And you know, my initialreaction to that is we don't,
since we don't struggle withthat, I don't know if I want to
take time to like apply that tothis group.
Okay, I think the bigger thingthat I heard was just that Lance
wanted some additional VAs thatwere part-time that we couldn't
support him with.
So we had to refer that out.
To me, that was the bigger partof that share because it's like,
(44:44):
oh, it's interesting.
I wonder what that looks like.
But um, at the same time, Istill am grateful for the way we
operate.
I think that being full-timemakes sense.
I would never want to go topart-time ever.
SPEAKER_05 (44:53):
No, no, and they only did it for like a month or
two because they were changingEMRs, so we knew that we really
couldn't even do that.
SPEAKER_04 (45:00):
Got it.
That's an interestingdiscussion.
I wonder if there was a way thatwe could have sold a full-time
VA for a short period of timesince we're growing so fast.
I mean, there would be therecould be some value.
And my my thought is if we couldbring them on, I almost wonder
after they make the connection,if they wouldn't find them a
home as they're growing anyway.
Just an idea.
Just an idea.
(45:22):
Tom.
SPEAKER_07 (45:22):
I was gonna say, I don't know if we want to make
that like um a standard justbecause it does take a lot of
time in case we can't find thema home, but I wonder if we
consider it for whales.
SPEAKER_04 (45:35):
Yeah.
SPEAKER_07 (45:36):
Like the ones that are like, hey, I need someone to
come in and do this.
Can you guys can it and maybe weset it like, okay, two months.
And in and then when we have amonth, like how long do you need
two months, three months,whatever it may be?
I'm be like, okay, that monthprior, we're gonna be looking
for a new home for them, right?
So we're like basically likerecycling that that VA that
sounds awful, but like finding anew home for them.
SPEAKER_04 (45:58):
I honestly believe with our growth, I Tony, you're
dead right.
I honestly believe with ourgrowth for for whales, because
there was something really offin me that was like, we sent
them somewhere else.
That wasn't wrong, it's justthat's what I would have
probably recommended you to do.
But once I heard I'm like, yeah,I don't want to do that ever.
For whales, I think for whales,moving forward, let's make this
(46:22):
policy that as long as they'rewilling to keep them for
full-time hours, then can hirepeople for contracts for two to
six months.
My other thought is once they'retrained in physical therapy
world, I think they wouldimmediately get repurposed.
I think that there's a hugethat, in my humble opinion,
let's say worst case scenario,we find someone amazing who
(46:43):
stays for just two months indata entry and learns the EMR.
That would be one of those caseswhere Kayla sends that one
resume to a new lead and wedon't have to do a whole group
interview again.
Yep.
So moving forward, let's makethat known.
Denise, will you reach out tohim, let him know that we've
changed our policies toaccommodate him moving forward
and that if they need full-timepeople, as long as it's 40 hours
(47:04):
a week, we will accommodateshort-term contract because our
contract isn't even short-term.
Our contract is a 30-day notice.
Or even legally structured thisway, you can just let them know,
like, hey, if you need to hirepeople full-time in the future,
you can hire them for us.
And after those two to threemonths, if you don't need them,
we'll find them a home.
unknown (47:23):
Okay, I can do that.
SPEAKER_04 (47:24):
Because I believe we I'm confident we are gonna find
those people a great home.
And it would reduce the amountof work in the end.
And then and bigger, this is thebig thing.
Those whales are adisproportionate impact on our
business.
So we bend for them.
It's a little extra work forthem in a little bit, but we
want to keep them in our houseall times, unless they want to
(47:46):
go somewhere like superpart-time, in which case, no,
that's that's that's okay.
Yeah, Tony, I love that idea.
SPEAKER_07 (47:54):
Yeah, yeah, I was thinking Denise probably, I
mean, he probably was lookingfor part-time, it sounded like,
but still.
SPEAKER_05 (48:00):
Well, no, yeah, part of her had reached out and just
said, we just have like it, it'sonly gonna be like a month or
two, if that, because she didn'tknow how long it would take to
transfer information.
Um, if it's like, that's all wecan use them for.
I was like, well, we don'treally do that.
SPEAKER_04 (48:12):
Oh yeah, was it part-time?
Was it part-time meaning 20hours?
SPEAKER_05 (48:17):
They only needed, well, they just they didn't have
the hours exactly designed yet.
They just needed someone, theyneeded the able bodies to take
and put data into the new systemand make sure that everything
was set up properly for a veryshort period of time until they
were up and running with thenew.
So actually, what they've beendoing is they've been using um
their team are working onSaturdays here and there that
they've all agreed to to help sothey can make some more money
(48:38):
off of it that way.
SPEAKER_04 (48:40):
Awesome.
Yeah, so let's be really clearin our language across the board
as a company that part-timemeans, and we don't do part-time
means 20 hours less thanfull-time hours, which is 40
hours a week.
So we don't do 30, we don't do20, but we do temporary
full-time.
See the difference, we dotemporary full-time.
(49:01):
So if you need someone full-timefor months, and this is just for
whales, and we we can look atthat for other clients if it
goes really well.
But for whales, I just thinkit's that extra effort that we
would want to do to make sure wekeep them.
Because again, we only havethree to five whales or
something like that in our ourcompany right now.
So if we can honor them in thatway, that'd be great.
But great share, Denise.
I appreciate you bringing thatup.
(49:23):
Okay, I'm gonna move that offthe list if you're okay with
that.
All right, guys, one more close,Tony.
SPEAKER_07 (49:30):
Uh hungry.
SPEAKER_08 (49:32):
Sab coffee, love, Liz.
SPEAKER_10 (49:41):
Training.
Um grateful.
SPEAKER_09 (49:49):
Um, who else?
Will oh Abby, sorry.
SPEAKER_04 (49:55):
Rice, Will.
Uh mine is humbled.
Um, is that is that everybody?
Okay guys.
Yep.
Have a rockin' day.
We'll see you in differentmeetings and uh yeah, have a
good one.
We'll see you soon.
SPEAKER_10 (50:10):
See you guys.
Popular Podcasts
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
The Bobby Bones Show
Listen to 'The Bobby Bones Show' by downloading the daily full replay.