If you want to be critiqued for a living, you want the opposite of compassion? If you wanna be critiqued for a living, if you want that to be your role in life, give a speech, right? You’ve been critiquing me for the last 12 minutes. Oh, man, I was wishing, oh, his stories are really gonna get critiqued.
Give a Speech, Write a book or lead anything.
You’re gonna get critiqued. You’ve got to show you care about them in spite of it.
Over the years, David has built routines into his life in order to stay healthy daily. Here are 3 daily health tips that David focuses on to stay healthy on the road.
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People often ask me how do I try to stay healthy especially traveling so much and I’m not perfect at any of this but three ideas come to mind.
3 Daily Health Tips
1. Never Drink a Calorie: I rarely, if ever, drink a calorie. I make sure I’m drinking water, I certainly don’t drink juice. I certainly try to stay away from drinking my calories.
2. MOVE: Try to move in a way that works for you. You know I do some crazy exercises, I walk on treadmills with weights in this way that I learned to do it that’s kinda crazy, but one of my good friends, Rory Vaden, for the last four years, every single day, whether he’s sick, not sick, hardly got any sleep with his newborn baby, whether it’s Christmas Day, every single day, every day for four years he’s broke a sweat. Some days he says it’s 12 minutes, I’m often just going for 12 minutes, but every day he does something that makes him break a sweat. Whether it’s in the health center or in the hotel room, whether it’s pushups and sit ups or it’s getting on the elliptical, try to move a little bit more.
3. Greet Everyone:This isn’t about being an extrovert or introvert, but one of the most interesting new studies about longevity, long life, ahead of tobacco usage, drinking too much, the number one metric for long life was connecting with the regular people you’re around every day. So I try to make a habit of with the flight attendant, saying hello, to my seat mate, saying hello. Not cheesy, not weird, like I’m gonna talk the whole flight because I don’t necessarily wanna talk the whole flight either, but greeting people, saying hello to people, connecting with people, especially those you see every day. Three little ideas. Don’t drink a calorie, move every day, and connect with everyone, at least greet them every day.
Two ideas on how you can build a culture of trust. It can be difficult to build a culture of trust. Trust must be the foundational piece of building a strong, lasting culture.
2 Ways to Build a Culture of Trust
Number one, you gotta be clear about what a high-trust culture looks like, here. You gotta be clear about the why. Why do we want this kind of culture? We know high-trust cultures, lead to the highest performance but what does that look like here? What are the components, specifically?
Number two, you gotta consistently systemize that kinda culture. We know atrophy is guaranteed without intentional action. In my body, it stops losing performance if I’m not putting the right protein, the right vegetables, the right amount of water in, if I’m not exercising, if I’m not putting in the right vitamins and that’s the same with your culture.
You gotta consistently put the right things in and you gotta systemize that, so you’re not only putting the right things in but you’re systemizing toward high-performing cultures by, as an example, asking the right questions. Every quarter, every year, are we creeping away from the culture we want?
You know, even Enron had a beautiful mission statement, beautiful value statement, but they creeped away from the very culture they wanted, so, number one, be clear. Number two, be consistent and systemize that consistency. Those two will take you long way in having a high-trust, consistent culture.
Watch this video to learn 2 truths from the farm from David’s childhood. You can learn many skills on a farm but it can also teach many life lessons. Here are Davids two truths from the farm.
People often ask me what I learned from the farm as far as as all this trust stuff, and you know, I think of two truths from the farm. One, healthy things grow, and sick things die. And this is just a truth I grew up with. Healthy cows grow; sick ones die. Healthy churches grow; sick ones become divided.
Healthy marriages grow; sick ones become divorced. Healthy relationships divide, healthy organizations divide. Healthy things tend to grow in some way, financially, reach, impact, in some way, and so this is why it’s so important to create a healthy culture in an organization.
The other thing we say on the farm is you’ve gotta do the work, you know? That pile of stuff doesn’t just shovel itself. Those corn tassels just don’t fly themselves away. You gotta do the work. You gotta hoe the garden. You gotta fertilize, you gotta cultivate, you gotta do the work. It doesn’t happen on its own, but to bear fruit, you gotta do the work. And this thing these days of oh, I just wanna have a fit body in 21 days, and be rich in 21 days, and do this fast, and that fast you can have it, kind of a quick, motivational talk, and that might be nice, but to be trusted by being trustworthy takes doing the work.
There are two sides of empowerment, and you quickly jumped to the first one. You know how demotivating it is to be told to do something and not empowered to do it. It could be even a state mandate of provide education, but we’re not gonna give ya any money, right, I mean it can be anything.
It’s the same in organizations, it’s the same as your calling your superintendent, or the principal, or teachers, or students to do something. If I want them to do something, if I don’t empower them with what they need, that’s very demotivating.
There’s another side though, and this is where I see lazy leadership all the time. And this is a leader, or a board, not empowering the right people publicly. What happens? I’m the leader, this right here is the team. I go up to, what’s your name? Harry, okay, I go up to Harry and I say, Harry, you’ve got this, I believe in you, you’ve got this project, you’re gonna do a great job with it, and I walk away feeling like I did a great job as a leader.
That’s lazy, if they have a flat org chart, I as leader must bestow my leadership on them. So I’m gonna go to, what was your name? Marty, I’m gonna go to Marty, and in front of everybody, I’m gonna say Marty, Marty’s got this project, we’re all on it right, we’re with Marty on this project, and we got his back, so Marty we’re with you. Marty’s got this. And in essence I bestow leadership on Marty publicly. And what happens? In the first case I get out of it. I don’t wanna do it publicly because then I can make it all his fault, Harry’s fault. In the second case I bestowed leadership on him, so if he wins, I can give him the credit, and if he loses, I’m with him on the downside.
