Scott Abbott: The Head and Heart Framework for Building a Business That Runs Without You

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So today I'm joined again by Scott Abbott. Scott is

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my coach, my mentor. He is the owner of Boss

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Up. I've had a just over a year long journey

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now with Scott. I think we're, I think we passed.

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So happy anniversary, Roy. I think it might have been

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about a month or two ago, but we're. Busy and

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it feels like 10 years, right? It feels like I've

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known you forever. I think we really align very well

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and I look up to Scott and his various enterprises

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and Scott is joining us today to talk about a

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number of different things, primarily about his journey into or

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continued journey into being an author. And Scott's been an

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author before, he's a best selling author of a number

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of books and basically at the moment he's just released

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previously released Boss up and Boss up is the, the

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structure and the nuts and bolts of our coaching system.

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And now he's releasing Boss up moments. And I love

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this because Boss up moments is, it's bringing the human

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in. And as we go into this era, 2026 is

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all about how can you keep your human alive while

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your AI does the grunge. Scott, over to you. Thank

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you, Roy. And again, happy anniversary, birthday, what have you.

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It's been awesome and feeling is mutual. A coach without

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a coach is a liar. And I consider you to

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be my coach too. And so metal sharpens metal. So

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thank you for the support, the allyship, the fellowship and

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really your head and heart, the way you approach your

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work, the way you work with your clients and the

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solution you deliver. Because as we was talking as cliche

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it sounds before we got on Mike, at the end

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of the day, Bossup has books and resources and materials

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and programs and we've got a beautiful platform where our

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coaches have community and the assets. But really the coaches

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are what make Boss Up a solution. And because people

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don't take typically want to buy products or a service

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per se, they want to buy a solution. But you

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can't deliver a solution without some type of a tangible

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programmatic call. What you will asset product, service. So without

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you and all the other coaches around the world, we

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wouldn't be here. So first and foremost, thank you to

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that. And then second, yeah, pretty excited about the launch

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of Boss Up Moments. I think I've said this before

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and you said it Boss up, the first book. And

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just to make sure everybody can get a visual here,

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if this is the engineering, this is the energy, this

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is the structure, the roadmap, the framework, the template for

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startup small mid market, frankly, anybody but Typically that's where

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we hang out for them to help them to learn

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what we call the essential concepts, tools and disciplines to

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build, run and scale leveraging a tailored business operating system,

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the practical, intelligent use of AI and coaching. And as

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you're credit, not just because they hire a coach like

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you and the others, it's because they choose also to

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think of themselves and nurture and mentor their people like

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a coach. Right? That's how you transform and grow and

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keep challenging yourself to get out of your own damn

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way. So this is more of the again, the engineering,

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the mechanics, the chassis, if you will, like in a

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car, the foundation to a home. And now boss up

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moments came out. And as we believe, this is literally

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of the most modern, inclusive, fun, flexible ways to learn.

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Call it what you will, the soft skills. And we

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do that through really four key tenants. One, there's a

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QR code that connects into an actual video on YouTube,

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our Boss Up Moments YouTube channel. Two, then we have

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basically the explanation of the moment along with three impactful

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gems. So you get these Soundbite bumper sticker shots of

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nutrients and protein and then really cool. Fourth is the

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prompts. Five, five prompts that you can use for journaling.

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You can use it in one on one coaching. You

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could use it for your weekly team meetings as a

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break. And last but not least, you can actually tuck

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it into AI and you can belly up with your

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AI partner and use it to critically think and discern

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and figure it out. So together. Man, this is kind

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of like head and heart and systems and soul. So

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yeah, we're pretty passionate about it out of the block.

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In fact, I think we're doing a 90 day virtual

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book tour. We got some actual fun things that are

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in person. So it's been a journey and as I

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always like to say, the destination is the journey. So

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it's been a wonderful addition compliment to boss up our

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guidebooks, our materials. And what's cool is with boss up

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moments you don't actually have to be on the boss

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up quote unquote system. That's why we're actually working with

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colleges and not for profits. We've got a philanthropic side

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that we're just trying to help with leadership and under

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resourced communities. And so that's, that's fun too is that

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you get this business and life element. So thanks for

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asking and thanks for letting me share all of that

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with you and the listeners. Amazing. I think one of

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the things that I want to really talk about as

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we go into this new era is there's this conception

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or misconception that AI can do everything for me, right?

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Yeah. We went, we've gone through a stage of AI

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being oh, this is my next 100%. It can do

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everything. And then it's coming down and down and we're

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going to be craving the human connection more and more.

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The human connection is so important and AI can't bring

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experiences, it can bring you examples and can bring you

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these type of discussion points, but actually having someone sit

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there in the room and feel the energy in the

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room and feel, see the responses of what people's faces

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are doing and understand that variance and that's something so

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uniquely human to bring to your soft skills and bringing

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to, to that understanding and actually being able to sit

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there, you know, challenge a model, really challenging the business

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owner sitting there being a little bit of an idiot

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and his team are just sitting there a little bit

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scared of him. And you're picking on this, picking this

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up. Now being able to do that's really what we're

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talking about here, right? We're talking about skills, we're talking

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about understanding that. What's your take on that? Maybe we

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can. Yes and yes. And again, sorry for being demonstrative

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here, but I think it helps. To your point, not

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only you correct and you are the purpose, the cause,

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the passion, the why for humanization to AI, but what

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we did is exactly that. So I was just in,

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in an all day session a couple of days ago

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down In Louisville and 10 person team, they all had

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the book and we took about a half hour just

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to show them how this becomes their L and D

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learning and development hymnal for lack of better terminology. And

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to your point, like one of the, to use your

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term, here's one of my favorites is humanization, right? So

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humanization is right, technology is great, AI is cool when

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used appropriately. But humans and being the best humans we

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could be. And so there's the quick little video, there's

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a quick summary, there's the gems. But what we did,

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which is really neat, we went to the prompts and

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I said, hey gang, let me show you how you

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do this in life. So they read it, they wrote

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a couple of ideas, then I had everybody, me and

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my, my personal AIs vector, right? So I basically tailored

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chat GBT in a way that's been mine now for

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about a year. But we did it interactive. Roy, right?

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So it was, you've heard the cliche, teach you to

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fish, give you a fish. So in this room for

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30 minutes, we did this and people are just like,

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I hate to say at the front of the book

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says, these pages are magic. Wait a minute, there's video,

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there's AI, there's pen and paper, there's humans. We're challenging,

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we're talking. It's like this glorious feast of all of

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the above. And it was amazing, man. I'm just being

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very sincere. Light bulbs, like in the cartoons, man, people's

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light bulbs are going out over their head and they're

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going, this is powerful. And I said, if there's anything

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you're going to take away from this is what us.

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You've got this, you've got your pen, you got your

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AI, you've got us. Imagine when you tuck this in

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and make this a rhythmic, fun but rigorous element to

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your business work in life. I'm like, guys, you're not

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only building, running a great company, but you're literally getting

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an MBA for what, 25 book and 15 bucks for

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the enterprise version of AI. And, and you follow me,

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man, And I'm not kidding, obviously I'm pretty passionate about

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what we're doing, but trust me, be my own worst

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critic and my biggest, hardest coach on myself, but I've

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done probably about two dozen of these type of meetings

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before and after the book's been launched into the world.

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It's all the same. That's why we put this at

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the end magic. And they're like video AI talking, learning.

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And then we get up and we get out and

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now they tuck this into their life and they say

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it takes about 35 to 40 days to start or

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stop. You know, something that's a bit like a habit,

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right? Then there's a second level. It takes about 90

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days. That's why we have these things called rocks. But

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the third is six, eight, 10 months because it's really

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embedded. But I can tell you I challenge them to

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say, hey, this is one of those 30, 40 day

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initiatives. And once a week, preferably journaling, do what we

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just did. And because a lot of people don't know

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where to start. And so that's why we've got the

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40 moments and said, hey, this is an inspiration. We've

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got everything from conflict to boundaries, relationships, culture, leadership, management.

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And it's just, it's kind of like a starter kit.

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But the beauty was, Roy, if you could have seen

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the vibe of AI, technology, systems, humans.

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And again, the biggest thing at the end of the

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day is there's John and Susie and Paul and Frank,

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not chatgpt you with me. It was really Cool. And

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that's where back to AI. And I know your passion

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in your heart's the same place. We own, don't own

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us. And the humanization of the strategy, the tactics, the

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incorporation of good AI, practical, intelligent AI and then again

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the respect that we're running, building a business. But really

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the thing that everybody saw and felt was humans. Yeah.

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I. Part of the things that I do is I

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encourage people to talk about themselves. So in the meeting

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process, we have the segue. And so often I'll go

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into the Segways, I said, listen, guys, just connect with

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your humans again. And an example is I would say,

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just find an advert from. So everyone would have a

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personal thing that they'd bring in to the segue and

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find an advert from your childhood. Yeah. And just bring

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that the next time. Maybe you can find one Google

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or something. Yeah. Or you can just remember about it

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and you sit there with 10 people in the room

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and that each give their advert and everybody else would

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just be connect. Oh, yeah, I remember the Milky Kid,

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Milky Way Kid. And I remember this and I remember

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that. And suddenly it just gives you this connection, right?

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It does. And I love the idea, by the way.

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I'm a leverager and a recycler, so I'm going to

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leverage that idea. We love the Segway. We love the.

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The start of every meeting, be it weekly meeting, quarterly

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annuals, what your, where you've been, personal, professional highlights, but

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to your point, and what was cool as a strategy.

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And this happened the other day at the start of

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the book. We have these table of moments and I'm

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gonna, I'm gonna piggyback off of that. It felt like

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people weren't able to come up with their own adverts.

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And so I said, hey, we just had a nice

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meeting. We went over pretty intense stuff. Given your situation,

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given your season, given your function, given your roles, responsibilities,

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accountabilities and life. Choose One of these 40 words that

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sparks you, that resonates with you. To your point, I

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don't want to do all the talking all the time,

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but I want you to do three things. I want

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you to choose one, then I'm going to go around

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the room and ask you to explain why you chose

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that word. Why did you choose courage or gratitude or

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boundaries? What was it that sparked you? Which they did,

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which was brilliant. And then I said, now flip to

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that page and you're going to now do this public

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commitment to everybody that you're now going to take this

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moment, this Word this reason and you're going to make

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something real of it. And so literally, I put them

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all on the record. Right. I call it a personal

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commitment device. And they now have agreed that this is

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going to be their rock for the quarter. Right. They

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don't have to go read a bunch of other books

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and watch a bunch of movies. You follow me? So,

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to your credit, yeah, we all know this as coaches,

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that as much as there's a lot of people can

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walk in a room and look at a whiteboard, say,

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let's design, think, let's figure out what to do for

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transformation and rocks and goals. It's true, about 62% of

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humanity can't start with a blank sheet of paper. They

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need something to latch onto, then they can get better.

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But let's be honest, we're blessed. And a lot of

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people don't have the same backgrounds and training and learning

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that we do. So you got to give them an

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asset, something to hold on to to move them forward.

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So I love your idea about an advert. And the

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net of this is. And you and I both know

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this, there's no excuse not to be able to start

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with a personal human centric update in any meeting I

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call rubbish. In fact, rubbish. Whatever you want to say,

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but that's just wrong. That just means you're being lazy,

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you're being mediocre, but you got to commit to, hey,

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I'm going to talk about something of relevance to me.

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I'm going to humanize it. We're going to get to

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know each other and yeah, we're also going to talk

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business and deal with issues and P. Ls and all

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that other kind of stuff. And this concept of structure

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of systems, of the foundational groundwork of what we do,

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right. The business operating system is something that's not available

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to so many people. People because firstly, they don't know

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it's there. What do you know, what you don't know,

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you don't know, right? They don't know it's there. Yeah.

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I had no idea that by implementing 2017, I implemented

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a business operating system. When I implemented, my life changed.

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As a business owner, my life changed, my relationships changed,

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my time changed, everything changed. And that's why I'm passionate

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about bringing this out here. And yeah, in so much.

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There's so much clarity for me now as we go

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through the next period, the next year, the next two

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years, these systems that we can. Information is now free,

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solely free. You can sit there with AI, with a

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thousand experts in the room with you all day long.

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And the tendency is going to be, okay, I'll just

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do AI with it. Right. So these systems, these structures,

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the sops in your company, all these things. Things as

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you go through the process of really automating everything you

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don't need to do, that's grunge work. That's going to

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give us the opportunity to humanize more. And we have

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to learn how to be humans again in this situation.

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Yeah. And I know that's strange to say it. We've

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forgotten that the dreaded Covid that separated us and kept

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us apart. And we've really forgotten this. We're there as

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a team. And if your company is going to grow,

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you have to be a team. You have to. Everybody

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has to be on the same page. You have to

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be moving towards that vision or run in the same

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direction. So what's your take on that? Yeah, that's as

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no brainer as it sounds. It's actually a brainer. Right.

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We want efficiency, we want effectiveness, we want systems that

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help us to be lean and to be productive. On

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the other hand, it always reminds me of a. There's

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a burger joint here in town that was famous for

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its milkshakes. And they had a commercial, it started with

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basically a dig on the big franchise burger guys that

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make shakes. And it literally shows an assembly line of

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milkshakes being made. And the voiceover says, we

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agree their way is more efficient. And then they basically

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show the camera making somebody making a beautiful milkshake, right?

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The ice cream and the scoops, the milk, the blender,

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pouring it out, whipped cream, a cherry, sprinkles a straw.

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And she looks at the camera, these three great looking

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milkshakes. And she goes, but when was the last time

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you had a milkshake? And said, and that tastes efficient.

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So the beauty about AI to your point, almost everything's

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free now. You can download it from the Internet. What's

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not us humans. And so I think to your credit,

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and again to even my point, I said earlier about

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that meeting, there are a lot of people going to

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roll their eyes and saying, why are we spending 30

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minutes talking about human stuff and getting to know each

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other? We. Well, in the moments in Bossup, we call

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it the 1080, 10 and that's that for the, for

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most business owners, if you have good systems, good structure,

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you believe in what we believe in the nine core

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competencies and you spend the right time to. To architect,

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build, engineer and run, that should free the owner up

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to spend most of their time 80% on the first

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10%, which is the visionary stuff, the in market diagnostics,

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finding and winning and staying true to their clients and

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their employees. And then the last 10%, which is the.

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Thank you. What next? What now? How am I staying

322

: 00:16:27

on top of things? Right, because the middle 80 is

323

: 00:16:30

systemized and that's what you trust and trust your management

324

: 00:16:33

team to do. So here's my point. If that happens

325

: 00:16:36

for about a year, which is part of our solution,

326

: 00:16:38

then the leaders are the same way. Now the leaders

327

: 00:16:41

should have 25 to 30% of their time. What to

328

: 00:16:44

plan, to think, to dialogue, to discern, to debate, to,

329

: 00:16:48

to challenge and confront and hug and kick and do

330

: 00:16:51

all these things. You follow me, man? And that's back

331

: 00:16:54

to AI, back to good AI, good systems and proper

332

: 00:16:57

coaching. Instead of this traditional eye roll that I've had

333

: 00:17:01

for decades in coaching and consulting, you're going to say

334

: 00:17:05

but this is part of your job. And it's amazing.

335

: 00:17:08

Those moments, that's where sparks of genius can come out.

336

: 00:17:11

That's where you can realize, hey, I shouldn't be doing

337

: 00:17:13

this or we should be doing that. You follow me?

338

: 00:17:15

So yeah, the automation, the, the efficiency, the effectiveness of

339

: 00:17:19

both good systems, but now harmonize with AI and

340

: 00:17:25

humans who know how to self coach. And so here's

341

: 00:17:30

the dark side. I don't know what dark side, but

342

: 00:17:32

here is the reality to all this. So let's just

343

: 00:17:34

run and say we're right. Let's give ourselves the benefit

344

: 00:17:36

of the doubt and say this is true by the

345

: 00:17:38

way. It is. People are just catching on. So what's

346

: 00:17:40

this mean? Yeah, what it means is the definition of

347

: 00:17:44

workforce and employment. And you know, historically that company may

348

: 00:17:48

have needed 20 people, now they only need 10. Yeah,

349

: 00:17:51

that's a reality. And so the good news though is

350

: 00:17:54

I do believe that through that you're going to have

351

: 00:17:57

more companies. You're going to have actually a silver lining

352

: 00:18:01

to the change in employment and the definition of employment.

353

: 00:18:04

But counterintuitive as it sounds, I actually think the human

354

: 00:18:07

side's going to get better. I do. Because smart, well

355

: 00:18:11

run companies are now realizing that, thanks AI, good systems

356

: 00:18:15

and automation. That part is self running with proper

357

: 00:18:20

guidance and oversight and governance. And the humans then are

358

: 00:18:23

now what? Doing what? Being more human. And to that

359

: 00:18:27

point, as we go through 2026, there's going to be

360

: 00:18:31

a real split between companies. Oh yeah. Even if we

361

: 00:18:35

just take those. You mean those that are doing and

362

: 00:18:38

getting and growing and those that aren't. I think that

363

: 00:18:41

even subbing it down further than that. So let's just

364

: 00:18:43

say we talk about the AI piece, right? Just AI.

365

: 00:18:46

Yeah. And people are diving into AI and they're just

366

: 00:18:48

going full tilt. And part of what I have to

367

: 00:18:51

do a lot is get them to get their systems

368

: 00:18:54

right. Because you can't systemize something, you can't automate something.

369

: 00:18:57

You can't do any of that until such time as

370

: 00:18:59

step by step what to do. Now you're going to

371

: 00:19:02

have this piece of. Actually I'm just able to do

372

: 00:19:04

so much with this. I don't need people. And that's

373

: 00:19:07

going to be the single biggest failure. Certain set of

374

: 00:19:10

people and they're going to come out and they're going

375

: 00:19:12

to leave the human out instead of just saying, you

376

: 00:19:15

guys, Mary, she did this really well, but she would

377

: 00:19:18

spend 30 or 50 of her time doing this grunge

378

: 00:19:21

work. Let's get Mary to be more human. Let's give

379

: 00:19:24

her the ability to really. Let's give her a six

380

: 00:19:27

hour day. We're making 10 times. So let's give her

381

: 00:19:30

a six hour day and let her live her life,

382

: 00:19:32

the life she loves. Those companies that invest in their

383

: 00:19:35

humans and the communication and the team, those are the

384

: 00:19:38

ones that are going to. That's how you. This is

385

: 00:19:40

the new way to my mind, the new way to

386

: 00:19:42

stand out. Amen. And then Isidor Sharp, the founder of

387

: 00:19:45

Four Seasons and I've been using this quote, you've heard

388

: 00:19:48

it a lot too, right? It's embedded in our session

389

: 00:19:51

work and our solution. But the quote is systemize the

390

: 00:19:54

predictable the humanize the exceptional. And this was pre AI

391

: 00:19:57

and if I may, this was pre boss up. And

392

: 00:20:00

when was the last time you've been to a crummy

393

: 00:20:02

Four Seasons? And you're absolutely correct. Now again, here's a

394

: 00:20:04

reality. That company 10 years ago had 15 people employed

395

: 00:20:11

in what we call W2S. Now maybe it's only five

396

: 00:20:15

or seven on W2S. It could be a couple on

397

: 00:20:18

10, 99 fractional gig economy people that come in and

398

: 00:20:22

are specialists in their area but they're not a traditional

399

: 00:20:24

employment. So there's change afoot. Yeah. And that's where again,

400

: 00:20:28

you and I are both activists on this one in

401

: 00:20:31

a good way, are passionate about, hey, the two priorities

402

: 00:20:34

I think we all have is keep momentum and drive

403

: 00:20:36

progress. Don't over neither a cynic nor an optimist be

404

: 00:20:39

find that groove and but yeah, man, if your head's

405

: 00:20:43

in the sand or your head's in the clouds, either

406

: 00:20:46

or with AI, it's not in the right place. It's

407

: 00:20:49

got to be central. It's got to be positively pragmatic.

408

: 00:20:53

But, yeah, if you're not looking at 20, 26, as

409

: 00:20:56

we said here in December, and you look at the

410

: 00:20:58

next 18 to 24 months, I look at 27, 28,

411

: 00:21:02

and yeah, it's going to be a big change. And

412

: 00:21:04

so the question is, are you going to let it

413

: 00:21:06

get the best of you or are you going to

414

: 00:21:07

do the best to get the best of it? 100%.

415

: 00:21:10

100%. So I want to wrap up in a bit,

416

: 00:21:14

but I want you to go and pick your three

417

: 00:21:16

favorite moments and maybe just read out some of those.

418

: 00:21:19

That would be greatly appreciated. It's funny because we all

419

: 00:21:22

have seasons, we all have dates, we all have times.

420

: 00:21:25

And I had a lot of. You helped me. I've

421

: 00:21:27

had a lot of people help me on this. Shout

422

: 00:21:29

out to Shakir and our design team. You've seen it.

423

: 00:21:32

There's so much help and assistance I had. But I

424

: 00:21:35

can't lie, what I do love is what you just

425

: 00:21:36

said. And you know the book, this is called Catalyst

426

: 00:21:40

Volume one, which does have very specific connective tissue to

427

: 00:21:44

boss up. And then the volume two is coming out

428

: 00:21:47

late Q1, and it's called Advantage. And it's really that,

429

: 00:21:50

that the accoutrements, just that next level of awareness and

430

: 00:21:54

fun titles like Namaste and Yet. And just the fact

431

: 00:21:58

I love Volume two, I just, I'm almost done writing

432

: 00:22:00

it. We're going to go into design, but. But the

433

: 00:22:03

whole idea here, and I know it's going to sound

434

: 00:22:05

almost cliche, but these are like my kids. I love

435

: 00:22:08

them all. And what's funny is I've noticed the trend

436

: 00:22:11

that older people really like, like the first moments around

437

: 00:22:13

architect, builder, custodian, the concept of how to lead and

438

: 00:22:17

be the right type of leader and business owner. Right.

439

: 00:22:19

But I got to tell you, with some of the

440

: 00:22:20

dynamics of today. And as I said, I called the

441

: 00:22:23

other night after a board meeting, I gave everybody the

442

: 00:22:26

book. What's an author who doesn't give a book for

443

: 00:22:28

a Christmas present to the fellow board members? And I

444

: 00:22:31

just said, hey, everybody, choose a word. Choose a word

445

: 00:22:34

that resonates with you. Given the season of your life,

446

: 00:22:37

your roles, accountabilities, responsibilities. Just look at this for about

447

: 00:22:41

a minute and choose a word. And they did. And

448

: 00:22:44

I said, before you go to the explanation, just give

449

: 00:22:48

us a thought in terms of why that sparked you,

450

: 00:22:50

what's going on right and so one of the guys,

451

: 00:22:52

the chairman of the board, said his one was coachable.

452

: 00:22:55

And he's just Scott, because I'm his coach, too, he

453

: 00:22:58

says, I'm probably not the best client coaching, right? I

454

: 00:23:01

can be a little stubborn. I know I need it.

455

: 00:23:03

I want it. You lead horse to water, make a

456

: 00:23:05

drink. And I said, great. Now turn the page. And

457

: 00:23:08

I said, read the first opening paragraph and I'll just

458

: 00:23:12

show you what happened right now. So he goes out

459

: 00:23:15

to it. It's page here. And he reads it. I

460

: 00:23:18

said, now remember what you said. Back to the magic.

461

: 00:23:20

I go, yeah. He reads it. Coachable coaching isn't cuddling,

462

: 00:23:24

coddling, or cajoling. It's calling you out and calling you

463

: 00:23:27

up. We coach and we get coached not to be

464

: 00:23:30

harsh or harmful, but to be honest and helpful. Not

465

: 00:23:33

to shame, but to sharpen, not to tear down, but

466

: 00:23:36

to build up. And the best coaching doesn't just improve

467

: 00:23:39

your overall performance. It also transforms your character. And he

468

: 00:23:44

not only sat with us for the moment, again, he's

469

: 00:23:46

got his own team that he I've helped coach. He

470

: 00:23:49

goes, that's it. In summary, I said, now turn the

471

: 00:23:51

page. He goes, okay. And said, if you want, you

472

: 00:23:54

can click on the QR code and watch the video.

473

: 00:23:56

But I said, go over to the gems and just

474

: 00:23:58

read the three out. Okay, Here are the three gems

475

: 00:24:00

of correlate. Coachable. Don't confuse discomfort with disrespect. Ooh, sometimes

476

: 00:24:06

I feel disrespected when I know actually you're pouring into

477

: 00:24:08

me, but I don't know if I like it. I

478

: 00:24:10

get it. Second is the trigger is the teacher. Ooh,

479

: 00:24:13

that one's another one. Often we blame the mirror versus

480

: 00:24:16

the reflection. The third is focus on the breakthroughs, not

481

: 00:24:19

the backlash. And I'm just telling you, everybody, the room's

482

: 00:24:22

kind of going, whoo. And I said, and last, but

483

: 00:24:24

least, because we don't have time, this is your homework.

484

: 00:24:27

You've got prompts here. Back to AI tuck it in,

485

: 00:24:30

leverage it, have fun with it. And you decide if

486

: 00:24:33

this is something you want to share with your team,

487

: 00:24:34

if you want to keep it private and you're just

488

: 00:24:35

doing Sunday journaling, or are you going to bring it

489

: 00:24:37

into a weekly team meeting? So I love coachable. And

490

: 00:24:40

really, the thing that I tried to do here was

491

: 00:24:42

have some degree of sequencing. So again, the moments start

492

: 00:24:46

with a lot more connective tissue to leadership management. And

493

: 00:24:49

at the end, I get more into gratitude and courage.

494

: 00:24:54

And we know this, Roy, especially with the world today,

495

: 00:24:57

some of the dynamics of the humans and the finger

496

: 00:24:59

pointing, the divisiveness, politics, socioeconomics, right. I would

497

: 00:25:05

say the EQ to IQ to ego ratio is where

498

: 00:25:08

we're not harmonized. And my actual favorite one in there

499

: 00:25:11

that I won't read are two. One is relationships, where

500

: 00:25:15

I'm just trying to coach people up to what is

501

: 00:25:18

the strategic, tactical and the reality of a good relationship.

502

: 00:25:22

That's why so many relationships fail is because they just

503

: 00:25:25

don't understand the science, the art, the mechanics, the logistics

504

: 00:25:28

and the what we call agreement based commitments. You follow

505

: 00:25:30

me? So I think relationships is a big one for

506

: 00:25:33

today. And then corollary to that is boundaries. Because

507

: 00:25:39

this is where people just think, hey, we're holding hands

508

: 00:25:41

and singing Kumbaya. And that goes for about four months.

509

: 00:25:43

And the next thing you know, you have a conflict,

510

: 00:25:46

you're confronted with something, something goes bump in the night

511

: 00:25:49

and you now lose that luster and that love, be

512

: 00:25:52

it in life and work, in family and homes. Why?

513

: 00:25:55

Because you didn't have agreed to boundaries. That said, hey,

514

: 00:25:59

when my RPM goes above 7 in my human

515

: 00:26:04

heart and head and I get frustrated with my spouse

516

: 00:26:07

or my colleagues or my employees, time out and use

517

: 00:26:11

that trigger as a way of saying what's going on?

518

: 00:26:13

Is it me? Is it this? And bring more of

519

: 00:26:15

the science in versus the hard end, right? Because that's

520

: 00:26:18

where it gets complicated. And this is where I just

521

: 00:26:20

go back to our work, man. Why I think we

522

: 00:26:22

love it. The art, the science, the strategy, the mechanics,

523

: 00:26:24

the purpose, the cause. And frankly, I think that's been

524

: 00:26:28

over the years in colleges and schools and even in

525

: 00:26:31

consulting, it's been very segmentized and I love compartmentalization, don't

526

: 00:26:35

get me wrong. But thanks to AI and thanks to

527

: 00:26:38

now solutions like this, we can integrate. And

528

: 00:26:43

the word inclusive, right? We can now have. And it's

529

: 00:26:46

okay. Back when I started business 40 years ago, right,

530

: 00:26:50

let's be honest, you had to be macho and corporate

531

: 00:26:53

is corporate and don't worry about this. And it was

532

: 00:26:55

jerky, it just was. And then I think we overwent

533

: 00:26:59

the dot com era and we pandered and patronized and

534

: 00:27:02

everything had to be about culture and cool and hip

535

: 00:27:05

and taste and style and design. And I do think

536

: 00:27:08

again, as much as we've got some funky things going

537

: 00:27:11

on in the world, right, I think 95% of humans

538

: 00:27:13

want to be good. They don't want to argue, they

539

: 00:27:15

don't want to be extremist on left or right. They

540

: 00:27:18

just, they want to live life and grow and provide.

541

: 00:27:21

And so I think we're at a good era, man,

542

: 00:27:22

is my point where I think this is all coming

543

: 00:27:24

together, where we can be in business, work and life

544

: 00:27:27

with head and heart, purpose and profit, systems and soul.

545

: 00:27:31

It's just that most people don't know how to get

546

: 00:27:33

from here to there. And yeah, thanks for asking on

547

: 00:27:35

the moments and that's the whole idea here, is to

548

: 00:27:37

fuse the hard stuff with the soft stuff and then

549

: 00:27:40

for business owners and leaders to not only appreciate it

550

: 00:27:43

put, but to respect it and make sure that it's

551

: 00:27:46

literally embedded into the very again systemization or

552

: 00:27:51

way that you build, run and scale. Because I do

553

: 00:27:53

think this is where the z generations, the 20s are

554

: 00:27:56

coming in. I often joke the millennials are the ones

555

: 00:27:58

that messed everything up. He says with a joke as

556

: 00:28:00

a Gen Xer. But I think that's the, you know,

557

: 00:28:03

you've heard the cliche, is the glass half empty or

558

: 00:28:05

half full? I think it's both. And I think it

559

: 00:28:07

starts with this conversation you and I are having as

560

: 00:28:10

and to your credit, right? All the things you do

561

: 00:28:11

with health and well being, from ice baths to breathing.

562

: 00:28:15

I love your world, man. You know it. And we're

563

: 00:28:17

brothers by a different mother on that one. And I

564

: 00:28:19

think it's not just because we believe it, because we

565

: 00:28:22

do it, but I do think it's proven right now

566

: 00:28:24

that's where ideally most business owners, leaders and companies want

567

: 00:28:27

to be. Is this end both head and heart, purpose

568

: 00:28:31

and profit. Right? You with me? And that's again, back

569

: 00:28:33

to AI that can help us too, and guidebooks and

570

: 00:28:36

the right systems and solutions. Because again, most people are

571

: 00:28:39

focused on their world today and they don't know where

572

: 00:28:41

to go, how to get there. And that's what good

573

: 00:28:43

people like you are here for. So thanks for asking.

574

: 00:28:46

Okay, thank you very much for all those kind words.

575

: 00:28:49

I think now we want to just what does the

576

: 00:28:51

next couple of months look like? I know you're releasing

577

: 00:28:54

Boss up moments on Kindle. There's going to be a

578

: 00:28:57

real good special offer on that and we'll put this

579

: 00:28:59

together. I'll make sure the syntax down below and I

580

: 00:29:02

encourage everyone to go and get that. But just tell

581

: 00:29:03

us about the next few. I don't know when you're

582

: 00:29:06

planning to have this out, but yes, the Boss up

583

: 00:29:08

moments on Amazon, everything's been going phenomenal. New book, best

584

: 00:29:12

release, new release, bestseller on Amazon on all criteria. But

585

: 00:29:15

yes, from December 14th through the 21st, I believe this

586

: 00:29:19

is global. I don't know what the conversion rate is

587

: 00:29:22

and dinero and American. But the Kindle version, which I

588

: 00:29:26

love, but I don't love it as much as the

589

: 00:29:28

regular version, this is like 26 bucks on Amazon but

590

: 00:29:31

the Kindle is going to be 99 cents. And so

591

: 00:29:34

this is where I go, hey, sorry to over think

592

: 00:29:38

this. Everybody should get have a Kindle in their pocket,

593

: 00:29:41

right? Or on their iPhone they get a laptop, they

594

: 00:29:43

can actually have the device. So for $0.99 I'm hoping

595

: 00:29:47

it's in schools at homes and boardrooms and classrooms. So

596

: 00:29:50

yeah, from December 14th to the 21st on Amazon for

597

: 00:29:54

Kindle 99 cents. And I know it's going to sound

598

: 00:29:58

silly, but the book itself is great and it could

599

: 00:30:00

be for colleges, for business people, for owners. Again,

600

: 00:30:05

boss up the solution. You know this, right? The engineering,

601

: 00:30:09

the way leadership teams and owners do that work, that's

602

: 00:30:11

kind of a defined market, right? A couple hundred thousand

603

: 00:30:14

and that one out there, the owners leaders, maybe a

604

: 00:30:17

million or two. But for boss up moments, we're talking

605

: 00:30:20

hundreds of millions of humans that could just get the

606

: 00:30:23

next level on self awareness and confidence and just that

607

: 00:30:27

elder next goodness that they could bring in terms of

608

: 00:30:29

their skills, their skill set. So yeah, pretty passionate about

609

: 00:30:32

this. And so we're on this, this journey and ideally

610

: 00:30:36

others are going to see and think the same thing

611

: 00:30:38

that we've talked about today. Amazing. Thank you very much

612

: 00:30:42

for joining me, Scott. And thanks Roy. Pretty quickly. Yeah,

613

: 00:30:46

it's, I'm looking forward to the journey going forward, man.

614

: 00:30:48

Yeah, no, it's been great. Again, I thank you so

615

: 00:30:51

much for your leadership, your passion, your commitment. As we

616

: 00:30:55

joked about Spider man being behind you. Right. I do

617

: 00:30:58

honestly feel like we're the not superheroes. Right. Way more

618

: 00:31:01

humble than that. But hopefully thanks to you and the

619

: 00:31:04

others, right. You're helping people get to the next level.

620

: 00:31:07

And so I, I just thank you so much for

621

: 00:31:08

that and happy holidays, safe travels to and fro. I

622

: 00:31:12

know you're on the road quite a bit, but keep

623

: 00:31:14

doing all the great work you're doing. Roy. Thank you.

624

: 00:31:16

Thanks Scott. Cheers.