Jeff Arnold "Leading Across the Generations, Ana Homayoun "Erasing the Finish Line: The New Blueprint for Success Beyond Grades"

https://leading.jeffarnold.com/best-seller

ErasingTheFinishLine.com
https://anahomayoun.com/erasing-the-finish-line/

Episode Transcript

(00:00):
Don't you always want to be thebest you can be. The Frankie Boyer
Show it's more than a lifestyle show. It's a show about living in today's
world. I think something is happening. Frankie enthusiastically brings an amazing, eclectic
mix to the airwaves. One ofthe reasons she's earned legions of loyal fans
is very simple. When you listento The Frankie Boyer Show, you just

(00:22):
never know what's going to happen.So listen for yourself. Here is Frankie
Boyer, and welcome. It isFrankie Boyer. So glad you're with us.
And you know, you may havenoticed that we're in the middle of
a rebellion against the hustle culture thathas dominated the American work place for so

(00:49):
long. And we've had quitters andpeople that are just not wanting to be
where they are, and so whatis going on? What is going on?
And joining us today is leading leadershipexpert Jeff Arnold, author of Leading

(01:11):
Across the Generations, A Guide toManaging and Motivating a multi generational workforce.
You know, Jeff, I wasjust talking to a young twenty seven year
old who said she really wants tochange her job, and I said,

(01:33):
well, what is it about yourjob that you don't like? Because it's
a fabulous job. And she getsto work, still work at home.
They're doing hybrid next year, andshe said, I'm just so tired of
it. And I'm thinking, I'mthinking to myself, You've got a great

(01:57):
paying job. It's paying the themortgage on your condo. Hello, is
paying the mortgage on your condo.You get to walk your dog mid day,
and add different times throughout the day. You are starting at eight thirty,
you're done at four thirty. It'sMonday through Friday. What's up?

(02:20):
What do people really want? Whatare they expecting? Yeah? What do
today's workers want? And what arethey expecting? When I talk about that
a lot in speaking and of coursein my books. But you know,
there is a pervasive we call ita mindset these days. It's of course,
everyone is familiar with the term quietquitting, and then there's a minimal

(02:43):
work Monday. And now the newone is it's tough to say this as
a male, it's called a lazygirl job. Right, Lazy girl jobs
are what's in and it's really itmeans that they want complete control of their
schedule, flexibility, undemanding, anddon't want a boss watching over them.
And so there's just this whole shift, this mindset. It is generation lad.

(03:07):
Right. So when we talk aboutleading across the generations, we start
with you know, the greatest generationsto Boomers, Gen X, Millennials,
Gen Z, and now the incomingGen Alphas. And I would submit to
your listeners that every single one ofthese generations viewed and view work differently,

(03:27):
right, Like you could start atthe greatest generation who wasn't wasn't a thought
of not of not working sixty seventyeighty hours a week, and then the
Baby Boomers who really built America afterthe war, if you asked him for
forty hours, they gave you fifty. Uh. And Gen X's kind of
overshadows because it's such a small generationright at sandwich between the Baby Boomers.
Absolutely, yeah. So so Iunderstand that there are those that had that

(03:55):
I guess commitment loyalty to a company. And we just interviewed a woman recently
who's spent forty years in building thisan extraordinary career in la with children,
you know, but those are farand few between, and I think people.

(04:15):
And I don't want anyone to stayin a job that's they're miserable.
But to just leave a job tonot understand what you want and what the
next job will give you is sillinessand stupidness in my part. I mean,

(04:36):
yeah, don't don't disagree with you. There is just a viewpoint a
goin a mindset that the new generationslook look at work different. So older
generations never really embraced this work lifebalance that is so at the very top
of a younger generation's reasons why theychoose position or career. It's it's it

(05:00):
stems from a work life balance.And and you know again it just wasn't
as part of the the acronym orthe decision making process for prior generations,
but certainly led by late millennials andGen Z and of course in coming off
work life balance was the top right, and you spoke a little bit about
the person earlier, Uh, workfrom home hybrid. I just kind of

(05:26):
want to mail my work in.I really don't want to get fully dressed
and fully engaged. I like controllingeverything about my day. There are lots
of studies that say that productivity issuffering because that I'm not against it.
I'm i'm I'm I'm for more hybridinstead of just remote versus full time offer.
But there are lots of studies thatshow productivity is suffering and there's a

(05:50):
possibility of companies falling behind that embracethat. You know. Part of the
problem today is it's very competitive.It's such a competitive world, and I
think millennials are even more competitive.I may be wrong, but you know
more than that than I do.But how how do you you know,

(06:15):
a lot of older workers may feelthe millennials are art pushing their way.
The millennials may feel that the bossdoesn't really understand how things should be wrong.
You know, there's all of thesesidebar conversations going on in the workplace.
Absolutely agree, and those are verycommon emotional experiences amongst each generation these

(06:42):
days. What we suggest is thateat scenario or frustration that someone's experience and
requires a slightly different leadership skill setquickly, for example, you don't speak
to each generation the same way.It's not accepted. Well again, I'll
just go briefly quickly, a boomerin a Gen X, if they're having

(07:02):
problems shown up, it's like,hey, eight o'clock is late. Seven
to fifty nine is on time.You're supposed to be here at eight.
You literally should not be that directWith a different generation. It's it's more
of a sandwich, right, it'sa compliment. Hey, love the work
you're doing it, it's great,But everyone else is showing up at eight?
What's wrong with you? How comeyou can't get here? And so

(07:24):
there's just different ways to confrontational withlater generations. And so yeah, got
the nuance in a little I'm chucklingbecause I had a job once with the
publication and media, and if youwere not sitting at your desk at especially

(07:46):
on Monday mornings when they had thebig meeting, the big, big meeting
where everybody had to be there,if you were not at the meeting at
seven fifty nine, not even eighto'clock, seven fifty nine, you would
have to buy coffee for the entiregroup, and bagels and muffins and everything

(08:07):
else that goes with it. Thatwas the punishment. And you were demoted.
And you know, you've got alot of bad things that happened that
day, and so you can youcan. I can tell you right now
that very few were late, veryvery few were late for that meeting.
Yeah, once sets the part ofa company culture that gets ingrained in everybody's

(08:28):
kind of ethos, right, andso you do not show up late.
You do not want to be theone to show up late, so real
quick about something you spoke earlier,Frankie. Is absolutely hard work, uh
does still exist, And there arehard workers in every generation. It's just

(08:48):
that there are more through social media. The younger generation has more of a
voice than they had in others.They like early millennials and gen Z really
just had to fall in line becausethe voice above was so determined and authoritative,
and the late millennials gen Z andwhy have these social media voices that

(09:11):
are equally as loud and grow muchfaster through through viral lisensations. Right,
But that doesn't mean our workforces doomed, right. Everyone matures it at some
point when they have mortgages and howertainments to pay and children to provide for.
The adulting kind of creeps up alittle bit. And I don't mean
adulting in a bad way, butjust the discipline to to put work probably

(09:35):
at the top, and work lifebalance isn't in the top five. It's
I got to provide, and Igot to be a provider. What I
want to ask you is, howdo you deal with the anti work movements?
Now? How do you work?How do you deal with that within
the culture of the company. Yeah, so it's it's one of it is

(09:56):
one on one conversation. So ifif you have a group of people or
individual who is not carrying the workloadright, and all the other co workers
are either joining them or or orfrustrated right or because that person or a
group refuses skill to extra mile orjust want to mail it in again,
do that minimal minimal work Monday mindset, that Monday mindset. Wait, wait,

(10:22):
when we have to take a quickbreak. Jeff Arnold is with us
from one of my favorite places,Tucson, Arizona, and not too hot
there by the way. I thinkit's a little bit different than Phoenix,
but he'll tell us when we comeback. His book is out Leading Across
the Generations, a Guide to Managingand Motivating a multi generational workforce, and

(10:46):
Jeff Arnold the best website is Leadingdot Jeff Arnold dot com. And we'll
be right back. Frankie Boyer's TeaTune and welcome back. It is Frankie
Boyer and Jeff Arnold is with us. Leading across the Generations is his book,

(11:09):
How to Lead and Motivate a MultigenerationGenerational Workforce. And Jeff, let
me ask you a question. Howis it that older Americans are not retiring,
they're retiring later? How is ithappening that there now everybody is kind

(11:35):
of mixed in the company. It'sit's a it's a shift through most working
countries, right Europe and America.People are working longer, hey, because
it could be a passion, right, they just enjoy what to do.
Be it could be that there's arequirement economically, financially, there's a burden
that has to be met. Theyhave to work. But what we are
facing is now five different generations inthe workforce, which has not happened,

(12:00):
right, And so that's what bringsall the not the difficulties, but the
challenges to how you communicate across toeach generation. They answer to your question
is I think a lot of peopleworking longer because they truly enjoy it and
they don't want to set it home. It's primary. Secondary would be the
economic reason. Yeah, yeah,I also think that people want to feel

(12:24):
like they are busy all the timeand want to be stimulated, and so
are the expectations. So when whenyou get a new job, you're all
excited, it's like you know thenewness of it. And and then you
realize or you know, the companywas taken over and it's become more corporate.

(12:46):
This is what my my friend,my little friend, my younger friend
is feeling, is that it's becomeyou know, too corporate. Whatever that
means too corporate. So things change, change, things shift, But tell
us the mindset that we should haveas we're going through the changes in the

(13:13):
company as well, and how dowe make that decision? This is still
the right place for me. Yeah, it's the deep in introspection and what
your your life goals are. WheneverI hear the terms of getting too corporate,
though, I often think, oh, something's being measured or monitored that
requires more commitments sometimes right, becauseit's just kind of an internal thing.

(13:37):
It's getting to corporate that means themI'm being asked to do more. I'm
going to be measured. But thetough part about all of these when when
you're talking about, you know,how you engage these new workers or make
sure the existing senior workers are happy. Are all relational conversation That if your

(14:01):
listeners take away anything from our conversationtoday is so many people want the manager
or the boss of the owner toreprimand the upper level employer their low level
employee. So we teach people,listen, the goal in any conversation is
to correct the behavior without destroying theperson. And in order to correct the
behavior without destroying the person, youhave to speak to the employee the executive

(14:24):
in the language that they understand.And that's the crux of you know,
everything we teach is you have totalk different, pivot, re engage in
a different set of words and actionsto each generation. So that's kind of
a simple takeaway for your listeners.Yeah. Yeah. As a five time

(14:45):
best selling author, ambassador for leadershipskill sets, lover of difficult conversations,
and I'm just reading from you fromyour own website, you say that this
book can be finished in less thanninety minutes. Yes, absolutely, very
very sure. We call it Twitterizedon purpose because everyone is into headlines and

(15:11):
brief things that they can quickly readand digest. It's it's really more like
a primer. Uh, certainly,very very quick. I think that the
total page count is under sixty pages, but packed with relative relational tips,
tools and tricks. M I lovethat. I love that. Are we

(15:35):
ever going to see and I'm justcurious, are we ever going to see
a time where we embrace the olderworkforce, embrace them, relish them,
respect them the way other cultures do. Wait, so many we've talked with,

(16:00):
you know, Dan Boutner from theBlue Zones, and that's what happens
in different parts of the world.They are truly honored and loved for their
knowledge. I don't see that inthis country. I would align with the
statement your friends said and agree withwhat you said that there is a reverence,

(16:22):
a deep reverence, respect appreciation indifferent cultures for more mature workers are
each workforce. And I mean notto find an easy scapegoat here, because
it's a much deeper, complex hypothesisor question. But you know, a
lot of it starts with our media, who instantly the dad is the worst

(16:44):
person in every sitcom, followed bythe older person or just taking up air.
And that's the wrong thing to teachyoung minds. It's the wrong thing
to teach any mind right in thisera of everyone that espouses diversity, equity
and inclusion. Did that not alsoinclude age, workforce, retiring workers,
or others. Yes, it shouldbe spread across everything. So I agree

(17:07):
with you. It's not again we'vewe've made it really subcompact. It's it's
it's a lot to unpack there,But I aligned with what you're saying.
It starts with with with how afather's and older workers are portrayed in in
in Hollywood and movies, or thatthe breadth of jokes or the reason for
all the problems. Yeah. Yeah, I was just watching something on one

(17:30):
of the morning shows the other morning, and there was this entrepreneur who created
this entire a book products. Shejust went right for it and didn't look
back and didn't stop and didn't carewhat anyone told her, And it was

(17:52):
it was such a fabulous segment.But what I got from it was that
here she is a mother who walkedin to get to get her kid,
I don't know her child something,and the unicorns were every one of the

(18:12):
unicorns were white in color in thisin this store. And then she started
looking at the books and all theunicorn books they're all white. And so
she created this company where the unicornsare of color and diverse, and and

(18:36):
now she has a golden two goldenbooks out. There's a television series being
made, cartoon series Merchandising. It'slike becoming this fast hot company. And
I'm thinking entrepreneurship. Are we losingentrepreneurs and is this part of the problem

(19:02):
is that people really want to beon their own and do they really understand
all of the significant impact of beingon your own as it as an individual
owner of a company. I havean interesting personal take on that. So
I'll just go kind of kind ofsome deep and personal introspection. There's I
think the word entrepreneurs now is justgone by a different name and the later

(19:23):
generations and it's called influencer, right, And so you would say, well,
not every influencer is going to beable to make it, well,
not every entrepreneur is going to beable to make it. So the influencers
are the modern day entrepreneurs who wantto against control their own schedule, control
their own content, do their ownstuff. Jeff Arnold, we are out
of time. Jeff Arnold leading acrossthe generations. Thank you so much in

(19:47):
the best website. It's been aPleasure Leading dot Jeff Arnold dot com.
Thank you so much, Jeff Arnold. I'm Frankie Boyer, will be right
back and welcome back at his FrankieBoyer and we are joined now by Anna

(20:14):
Homeyen, who is an academic advisorand early career development expert working at the
intersection of executive functioning, skills,technology, and personal energy management. She
is the founder of the San FranciscoBay Area based Green Ivy Educational Consulting,
the author of three previous books,and your new book is out called Erasing

(20:41):
the Finish Line. Tell us dotell us what this book is about.
It says, the new blueprint forsuccess beyond grades and college admission. Anna,
welcome to the program. Well,thank you for having me, and
yeah, I'm so excited about thisbook. I have been working with students
for over twenty years and my focushas really been on helping every student develop

(21:07):
their own blueprint with these key dailyhabits and routines. And what I've found
is that people are so obsessed withhigh test scores and college admissions that we're
missing some of the key development ofcritical and crucial skills for lifelong success.
So for this book, I wentback and I interviewed my students from fifteen

(21:29):
to twenty years ago who are nowin their early thirties and really telling their
stories around what are the things theylearned in middle school and high school that
are have been key not just fortheir workplace success, but for their social
emotional well being. Yeah, yeah, we you know, with mental health

(21:52):
issues on the rise and the competitionin college. I don't know. I
don't know where the fee When isthe future going to bring? I don't
know. Yeah, Well, oneof the things is really around how we
sort of overlook the need for Icaught with these four pillars that I talked

(22:15):
about in the book. But thefirst one is really systems. And I
always say that we have this hyperfocus on grades, but kids are failing
to develop systems that are rooted inthese things called executive function skills, so
organizing, planning, prioritizing, beingable to start in complete tasks, and
being adaptable when something doesn't go asplanned. And what we don't often recognize

(22:38):
is how feeling organized, and thisis what I work with middle school and
high school students and college students,is feeling organized decreases your stress. So
we talk about these mental health issues, but what are the things that we
can help kids with today? Andthat first pillar is really around how do
you, as a parent or acaregiver or somebody that cares about kids,

(23:00):
how do you help them do duringthese critical years learn their own workflow systems
on how do they get their workdone, how do they manage distractions?
And so much has changed so quicklybecause so much of our stuff is online
and on technology, and so thisis really key. It's like we've handed
every kid and I've had or acomputer to do their school work, but

(23:21):
we've never coached them around thinking abouthow do they create systems for themselves?
And that's the first pillar of thebook. Well, I also think that
we always used to think that messinesswas an expression of creativity and so it
was acceptable. And I'm one ofthose messy people. And I did a

(23:42):
project that I really was not lookingforward to, of sorting and because I'm
a baker and I do a lotof healthy baking with gluten free and an
alchemist, and so I hadn't cleanedout my bins where I keep my almond
flour and all the nuts and thingsthat I use in my bakings and cooking

(24:06):
in a very long time. AndI did the project yesterday and I have
to tell you, I felt likethere was a weight off my shoulders.
Absolutely, And you're just expressing whatstudents feel after they come to my office.
So I've now been working with kidsagain for over two decades and people
often wonder how do I get kidsto be excited about being organized? Well,

(24:27):
I make it all about them,but also, just like you,
when they leave my office for thefirst time and we've gone through every binder,
we've gone through their online system,We've created a system, a planner
system, how do they write outall their things? They feel like a
weight has been lifted off of theirshoulder and they have a plan for getting

(24:48):
things done and things are easier tofind. So we underestimate how that impacts
their own mental well being and theirability to get start on tasks. I
mean, I imagine that just startingthe task of cleaning things up and going
through all those bins, probably withsomething you might have avoided for a while,
right, we all do. Butone thing got done. You're like,

(25:11):
wow, why did I put thatoff? And I have to tell
you, I had to make somethingthis morning and it was such a pleasure
to go in that country and findeverything I needed right there exactly exactly,
and we're trying that. My goalaround this work is to help families understand

(25:33):
how to help their kids develop thetime structure and support because all the research
shows that where kids are in termsof brain development, particularly where they get
in middle school, is they're notthere yet for a lot of these skills.
So we have to provide support tobuild these skills. And that's where
we lose a lot of students interms of their confidence and their ability and

(25:55):
so and especially when we're so hyperfocused on grades and scores. Now,
what parents often don't realize is whenyou focus on the habits, when you
focus on the routines, the excellencethat comes from that is a less stressful,
but also goes beyond what previously seemedpossible. It's actually an expansion of

(26:18):
possibilities rather than a you know,don't focus on success or something like that.
Right, It's to expand what successlooks like, feels like, and
how we support students. Do youthink with all the technology the changes that
are happening in our world, doyou think that we need to relook at

(26:41):
college that there needs to be adifferent because I have been feeling it for
years. I have to say Ihave mixed feelings on a mixed feelings because
I loved all of my college experiences, but I also know that they were

(27:03):
more for the socialization to work,more for my growing as a human being
than when I got out of theclasses. Absolutely, and so bas like,
what you're talking about is this ideaof connection. And the second pillar
in the book is around connection andhow families really need to think about their

(27:25):
kids social connections and their ability topractice face to face conversations. So college
is this opportunity for many people topractice the social things. The problem is,
or the challenges right now is thatpeople are so hyper focused on a
very specific elite opportunity of college thataccept less than ten percent, that they

(27:45):
lose sight of what is the experiencethat we remember? Right The experience is
the social experience. How do weget back to that? And in your
idea, you know, your youknow thought around college, the other thing
is is we need to expand whatcollege and feels like. There's not one
way to go to college. There'snot one way to learn beyond high school,
or not one way to be educatedand that's you know, that's the

(28:08):
third pillar is around perspective, isaround encouraging this openness and curiosity that expands
that narrow definition of success. Becausethere's what I want to say, and
this is really important. When Iwent back to interview my former students,
what I found was the students thatwere loving their jobs. It came from

(28:30):
two things. One, they hadconnections across class differences that allowed them to
expand their network and find jobs thatwouldn't have been open to them before,
even if they were from very affluentfamilies that were highly resourced. That ability
to connect with people across differences waskey. But the second was that there
were in jobs that didn't exist whenthey were in middle school and high school.

(28:53):
And that was really interesting to me. So that if we are telling
our middle school students to focus onget good grades and do these things so
you could be this career, thatcareer may look very different in ten or
fifteen years. So what we wantto do is help them build perspective and
encourage curiosity and openness to expand whatthe options feel like and be adaptable as
things shift and change in a waythat makes them feel empowered with these underlying

(29:18):
skills around systems and connection, andthat actually is preparing them for their lives
today but also the world of thefuture. And that's the whole concept around
erasing with finish line. It's like, the finish line is not college admissions.
Nobody should think a kid is donewith developing at eighteen. And yet
the message we send with these viralvideos and this focus and hyper focus on

(29:44):
where are you going, where areyou playing, is that you're finished product
at eighteen, And this book argues, no, you're not, and here's
how we can change the culture.I love this And by the way,
great segment for those of you thatsaw on Good Morning America the other day
college admissions is Wow, it's atrip today, isn't it. It becomes

(30:08):
more and more challenging. But whenyou think about technology and how it shares
so much information that we're so overloadedin everything that's coming at us at all
times. And we want to helpevery student find success and develop their own
blueprint regardless of what other people aredoing. And that builds their confidence and

(30:29):
also makes some engaged members of theirschool and greater communities. And that's what
we want. We want people tobe engaged. We want them to be
excited. We want them to feellike they have power to make great choices
in our lives, and that absolutelyso we need to take a quick break.
We will be back with Anna injust a moment. The new book
is out. It's called Eracing theFinishing the finish Line and give us the

(30:53):
best website, Erasing the finish Linedot com. Stay tuned. I'm Frankie
Boye and welcome back. It isFrankie Boyer with Anna, Oh my you

(31:18):
and Erasing the Finish Line is fora book, the new Blueprint for success
beyond grades and college admissions. Anna, thank you so much for being with
us. You are really making usquestion and look at things differently than we
have ever looked at before. Andthis is without that connection and without without

(31:47):
your insights helping us see. Andthat's part of the problem is that,
in my opinion, this is justmy small opinion here, I'm feeling as
though we're not giving kids all sidesto the story. Everything is so either

(32:07):
this way or that way, insteadof opening their minds and allowing kids to
be independent thinkers, because there areso there is so much depth and wisdom
at very young ages and we don'tseem to appreciate that or understand that today.

(32:30):
It's really why So yeah, absolutely, And so the fourth pillar is
around acceptance. And this is thehardest I think for parents and caregivers because
again many of us didn't grow upwith these skills or talking about it intentionally.
Right. So this acceptance is thisidea of understanding who your kid is

(32:52):
and accepting them for who they areand helping them with their strengths and their
opportunities for growth. So I waspresenting at a school last night in this
parent was like, but you knowmy child is always late, and do
I just accept that for who itis? I said, no, that's
not the point of acceptance. Acceptanceis knowing who your child is and also
supporting them with developing the skills thatthey need around you know, systems and

(33:15):
connection. But acceptance is also recognizingthat you know your child has a different
energy profile. That means like,you know what energizes them, what drains
them, how do they recharge?It's a very simple way of looking at
it. I talk about it invery practical terms in the book for parents
and caregivers to understand. But whatoften happens with parents or families, is

(33:40):
that you have, you know,a child and an adult that have very
different energy profiles. So I'll givea quick example where my friend went to
New York. She's very extroverted,she's very go go go. Her son
is not. And on day onethey had this big, itinerary plan and
she realized. She texted me midwaythrough the day and she said, my
kid is about to have a meltdown. I said, well, your child

(34:04):
needs a lot of downtime and that'sjust who he is, that's his energy
profile. And so she said,oh, I was barely planning on spending
time. They were sitting at heraunts, but then they started spending with
four hours a day and his memoriesare just so great of like, I
got to spend time with a familydog, and she was like, I
was thinking of this place as aplace to rest our head. And the

(34:25):
point was is that this mismatch ofenergy profiles that comes from all lack of
acceptance of who our kids are andtrying to push them into one way of
thinking and one way of being anddoing is what often causes a lot of
this disconnect. And so my goalis to expand our understanding of who our
kids are, so that we canreally support them with these underlying practical skills,

(34:51):
so they're going to exceed any expectation. And that's what I've been,
you know, seeing in my officefor over twenty years, and that's what
keeps me going and excited. AndI still work with kids, and it's
just so exciting, and I wantedto bring that vision to a greater audience
and not spend my goal with thisbook erasing the finish line is on his

(35:12):
new book, The New Blueprint forSuccess Beyond Grades and College Admission Acceptance.
It's really hard for a lot ofpeople. A lot of people have a
hard time accepting, and kids gothrough many changes, so you know,
we have to be mindful that howa kid feels today could possibly change tomorrow,

(35:36):
and we can't pigeon pull them intoanything right now. Oh absolutely,
And that is one of the mostexciting things that I found in revisiting my
students. So one of the studentsin the book, he had been diagnosed
with ADHD when he first came intomy office, and he was in my
first book. That crumpled paper wasdue last week and I went back to

(35:57):
visit him for this book. He'snow in his early thirties. He had
a two seven GPA. He wentall the way up in high school learning
the systems. Again, we weren'tfocused on the grades, always the habits.
He went up to a three sevenGPA. He then set all of
these audacious goals for himself because hehad this newfound confidence things his parents would
have never thought possible before. He'snow in his early thirties. He has

(36:20):
a great job, he bought acondo, he's in. I mean,
he's all these great things happening forhim to him, and he still says,
he says, Anna, the thingsI learned in your office, these
are the things I still used todayas my touch points to really support me
in success, because these are thethings that I found that worked for me.
And the biggest thing was that helearned how to learn. So regardless

(36:44):
of the situation, he's like,you know what, it might take me
longer, but that's okay, I'mgoing to get there. And that's the
whole concept of being accepting but alsonot pigeon holding kids, as he said,
because these kids have flourished in waysthat you know, if people judge
them at twelve or fourteen, orsixteen and said, oh, that kid's

(37:04):
not, you know, ever goingto be capable. That's not true.
If we focus on these skills,they're going to absolutely flourish and exceed our
wildest expectations. And that's the goaland the message of the book. Now.
I love that, and I lovethe fact that we have to all
be cognizant of our words because wordshave such they're powerful, the most powerful

(37:25):
weapon we have, and we haveto be careful of what we say and
how we say it. Absolutely,and we want to say that we believe
in students and that we know thatdeveloping these daily habits and routines and skills
are critical for long term success.And so the book is filled with practical
strategies. My focus is always onwhat are practical things that you can do

(37:50):
in your family and your community today. Take what works for you and leave
the rest. This isn't a bigtheory book that you know is like here's
the problem. It's really focused ontake these ideas, see what works for
your family. This is time tested. I work with kids, it's experienced
back then. So that's what's reallypositive about it. Yeah, yeah,

(38:10):
absolutely so important. I love thework that you're doing, and we are
out of time and on to giveeverybody the website and how they can find
more about you, erasing the finishline. Dot com is the best website,
wonderful. Thank you so much forbeing with us, so appreciate all the

(38:34):
work you're doing, and thank allof you. This has been another edition
of the Frankie Boyer Show. Thanksfor listening. Make it a great day
everybody, and as always, smileyou'll see the sun come rocking through for
you a face with gladness. Findbetween subseid WoT you maybe ever sow here

(39:05):
and if you smile, help meoars and far Smile and maybe tomorrow you'll
see the light a still worth whileif you tomorrow tom