Ep. 64: Charles Eide on Why You Should NOT Focus On What You’re Bad At

In this episode, David sits down with Charles Eide, Founder and CEO of EideCom, to discuss why you should NOT focus on what you’re bad at but you should instead focus on what you’re good at.

Show Notes: http://trustedleadershow.com/

Buy David’s NEWEST Book “Trusted Leader”: https://amzn.to/3luyqf1

Charles’s Bio:
Charles Eide is the founder and CEO of EideCom, a full-service production agency based in Minneapolis, MN. Charles is a visionary, leading a talented team of professionals who create large-scale event experiences all over the world. Entrepreneur, thought leader, and innovator, Charles is an industry expert dedicated to growth and community.

Charles’s Links:
Eidecom: https://eidecom.com/
Second Stage: https://secondstage.events/
Charles LinkedIn: https://www.linkedin.com/in/charleseide/
Eidecom LinkedIn: https://www.linkedin.com/company/eidecom-media-&-events/
Second Stage LinkedIn: https://www.linkedin.com/company/second-stage/
Eidecom Facebook: https://www.facebook.com/eidecom/
Charles Twitter: https://twitter.com/charleseide
Eidecom Twitter: https://twitter.com/TheEideCom
Charles Instagram: https://www.instagram.com/charlesevaneide/?hl=en
Eidecom Instagram: https://www.instagram.com/eidecomcreative/?hl=en

Key Quotes:
1. “Forget about improving on the things you’re terrible at, start improving on the things you’re good at.”
2. “It all starts with vision.”
3. “It all comes down to empowering great people to do great work.”
4. “If you don’t trust your employees to do what they are there to do, maybe they shouldn’t be there.”
5. “Your physical fitness and your health and your body cannot be delegated to anybody.”
6. “You have to be patient with people.”

Links Mentioned In The Episode:
Eidecom: https://eidecom.com/
Second Stage: https://secondstage.events/
Daniel Pink Masterclass: https://www.masterclass.com/classes/daniel-pink-teaches-sales-and-persuasion
“It’s Your Ship” by Captain D. Michael Abrashoff: https://amzn.to/3qaYU7S
“Traction” by Gino Wickman: https://amzn.to/3nbVhNb

Buy David’s NEWEST Book “Trusted Leader”: https://amzn.to/3luyqf1

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Show Transcript

david_horsager: Welcome to the Trusted Leader Show. it’s David Horsager, I have a good


david_horsager: friend, a brilliant entrepreneur and the founder of EideCom with the Today


david_horsager: Charles Eide. Thanks through in with us.


charles_eide: Thanks for having me, David. it’s so great to see you, man.


david_horsager: Hey, just full disclosure. he is a friend, but he has produced some of our


david_horsager: best and biggest events. Trusted. Uh, back when we did the Trust Edge


david_horsager: summits Now we have the Trusted Leader Uh summit coming up. He did our


david_horsager: widely acclaimed virtual event out of their studio, which was like April


david_horsager: Fourteenth and fifteenth of the pandemic, and we had people on from around


david_horsager: the world. I remember Kirkstanon, and you know this is whoops, Um, my


david_horsager: throwing my pen. but this is interesting because even back we held eighty


david_horsager: CEOs and senior executives for two eight hour days, virtually


charles_eide: That is amazing. I mean, I, I mean, only you could


charles_eide: hold the attention.


david_horsager: and the studio and the lights and the interaction and all that. So you know,


david_horsager: there’s a lot more to you and I’m so excited. I mean you’ve started


david_horsager: companies. You’re selling one of your companies spinning one right off right


david_horsager: now. you are. I. Since I’ve known you’ve been an, you know this


david_horsager: entrepreneur, but also so not just this kind of foe, solo entrepreneur, this


david_horsager: leader of people that’s growing real businesses. You’re a a family man. You


david_horsager: fly your own plane, which I’ve had the opportunity to to to go with you on


david_horsager: some some fun things. Um, you know Y, there’s a lot to you, but give us say.


david_horsager: Just give us a couple more insights backgrounds on Charles side.


charles_eide: Well, I, uh,


charles_eide: first of all, David. this is so fun to be doing a pod cas with you. You are a


charles_eide: brilliant guy and I absolutely love following all the things you do.


charles_eide: So I guess you’d say that, Um, it all comes down to things that you are Pat


charles_eide: Ionate about, but that you’re also good att, right like we’ve all watched


charles_eide: American Idol where there are people that are wildly passionate about being


charles_eide: famous singers. but they’re not good


charles_eide: at singing and we all know it. I think it comes down to kind of identifying


charles_eide: those things in your career that you’re really good at and focusing on those


charles_eide: things. Uh, I read a book a long time ago and I don’t remember the name of it,


charles_eide: but what I took away from it was. Forget about improving on the things you’re


charles_eide: terrible at R. Start improving on the things you’re good at, because you’ll


charles_eide: become so good at them. And so that was kind of my thing. When I was uh, a kid


charles_eide: in high school, Um, I was really into audio visual and technology and it kind


charles_eide: of I. I got good at it. I got not good at like the technical stuff, as much as


charles_eide: understanding how an audience reacts to Um, the things that you do, And you


charles_eide: know, I knew that I could find great audio technicians. I could find great


charles_eide: lighting designers. I could find great video engineers, But really where where


charles_eide: my talent was? ▁ was in understanding how you can make an audience feel a


charles_eide: certain thing, And so today we do that for audiences all over the world,


charles_eide: mainly for big internal corporate meetings. That are, you know, Multiple days


charles_eide: they’re indoors. Um, we don’t do anything. you know. It’s funny you meet


charles_eide: people and they’re like. So like Do you do like concerts? Then you know and


charles_eide: you’re like Oh, I, uh, no, we don’t do concerts unless it’s for one of our


charles_eide: clients. Like you know, it’s part of the show. Then maybe we’ll do a concert.


david_horsager: so you know you, I’ve seen you know you produced some massive leadership


david_horsager: events. We’ve been a part of not just ours, but others that are uh


david_horsager: significant and you do have an eye on that, but you know. I also think you


david_horsager: know. sometimes you don’t see your own gifting. What I see you as


david_horsager: just this well rounded gifted entrepreneur that it’s actually really able to


david_horsager: lead people well inpire up like your sales team is better than any. I’ve


david_horsager: I’ve met. You’ve got a tech team that’s fantastic and will come in and


david_horsager: serve. I know you know they’re like. Oh, we had some big issues. Where is?


david_horsager: ▁You know, at our last kind of global event we had a ▁zoom up date. That


david_horsager: didn’t you know that happened the night before and they were just jumping


david_horsager: and helping making this happen. So we. we’re starting at a high level with,


david_horsager: you know, I don’t know how many cameras and everything, And it you know it’s


david_horsager: it was I. I. I just think somehow, at least the people you’re around, not


david_horsager: to, not to mention Mike. Uh, you know Danielsonn, and you just have great


david_horsager: people. but you you, you’ve made that happen. Ive, I’ve watched leaders can


david_horsager: have vision. stay so low, not hire right, not build a certain type of


david_horsager: culture and I guess I would say, let me tell you as if this is true. Like,


david_horsager: somehow you do it


david_horsager: well being not just winging it, but kind of able to like, piv it fast, and


david_horsager: like bring them with and not do every you know culture thing perfectly, And


david_horsager: maybe I’ve you got vision, But it’s not like I set up this whole culture


david_horsager: road map and the right perfect things, but we just go and people


david_horsager: come along. So um, you know, I don’t know. Tell us a little bit about your


david_horsager: leadership style,


charles_eide: well, I think it’s important to remember. It all starts with vision right. It


charles_eide: all starts with what is the vision of the company And how do we achieve that


charles_eide: vision? And yeah, you know, you can be really good at structuring departments.


charles_eide: In fact, we had a a meeting this morning about that is like how do we


charles_eide: structure our organization to be more effective, But really it all comes down


charles_eide: to empowering great people to do great work, you know, and and seeking those


charles_eide: for the things that they are really passionate about, but they are also


charles_eide: extremely talented at doing and then and then, believing in them and


charles_eide: empowering them to maybe even


charles_eide: spread theiring beyond what they thought they could do. You know, I,


david_horsager: so let let’s stop right there and say how do you hire those people be cause


david_horsager: there’s a lot of problems for people. Well, I just yeah, I want the people


david_horsager: like you seem to draw like they’ motivated and they like. what is it you


david_horsager: look for in? You know, Yes, there’s some things that are different with


david_horsager: sales people, production people, managers. But what is it as a whole that


david_horsager: fits in this dynamic culture? You? you? I mean, another thing. people should


david_horsager: know. you are able to pivot during the pandemic in like one of the most hit


david_horsager: industries in the world.


david_horsager: And you’ve you know you created a new technology, Re at later you, you’ve


david_horsager: um, you, You’re doing some of the most amazing virtual events, But it’s just


david_horsager: somehow you. how you hire is fascinating to me. How do you find them this


david_horsager: kind of person and get them to come along the journey with you?


charles_eide: well, I think I. that’s a really great question. Um, I, I really believe like


charles_eide: attracts like. but you can’t really attract great people unless you really


charles_eide: know who you are first. and so for for us it was establishing core values that


charles_eide: really identf the things that were important to us. And so we have four core


charles_eide: values that I’d come, positive, creative, effective and team player. Those are


charles_eide: the four things that we live by here, and when you make those clear in job


charles_eide: descriptions and in interviews, you almost scare away the people that don’t


charles_eide: resonate with those things while attracting the people that are like, Oh my


charles_eide: gosh, I’ve always been looking to work at a company that has positive people


charles_eide: and they’re creative, but they’re effective in what they do. And while we’re a


charles_eide: team, and so, I think starting out with the vision and the core values is


charles_eide: absolutely the center of attracting great people, and then of course living by


charles_eide: them and talking about them, You know, it’s funny. I. we talk about the core


charles_eide: values of this company at every Monday morning meeting. We have an all company


charles_eide: huddle every Monday at nine, and that all company huddel, we talk about the


charles_eide: core values and it’s funny because the people who have been here the longest


charles_eide: they’ heard it the most, and they’re the most excited about it because they


charles_eide: see the impact it has when the new people come in. You know we have. We’re


charles_eide: We’re hiring multiple people per month and they come in and the the, the


charles_eide: people who have embraced the core values and the vision of the company. They


charles_eide: almost get re energized. when new people join the team. They’re like, Oh, my


charles_eide: gosh like, I’m not insane for working here clearly because here’s another nut


charles_eide: job that wants to be positive with me, you know, so I, I think like attracts


charles_eide: like. and I think being clear crystal clear about what are your core values


charles_eide: embody those things and how they relate to the vision and the right people


charles_eide: will always reveal themselves.


david_horsager: How do you? Uh? did you lead the meeting still on Monday mornings or


david_horsager: somebody else?


charles_eide: It it depends on. so I have a business partner, Mike Danielson, you know, ‘.


charles_eide: David, uh, and Mike has been running the meetings lately, but sometimes I’ll


charles_eide: run em. Um, my goal really is to empower my my staff to actually start running


charles_eide: them. I want to let the other voices that want to be heard be heard. And so


david_horsager: Well, I didn’t know where we would go today, but we’re going to goul. What’s


david_horsager: the meeting? What’s the money? Morning? How to look like you got the whole


david_horsager: team. I mean, we’re going to go all over the place, But we we going to try


david_horsager: to do it? Fastcause? I want want to suck the Merrow life out of your brain.


charles_eide: yeah, totally


david_horsager: But what’s what’s what’s what?


charles_eide: tell. Well, Hey, that’s what we’re here to do. I’d so the money morning


charles_eide: meeting. Usually we start out I, Yeah, so we start out by. Like any updates


david_horsager: What are the key components? Yeah,


charles_eide: that are going on? What? What are you excited about? So usually we’ll we’ll


charles_eide: say you know. Would you would anybody like to share something that they’re


charles_eide: excited about That has happened in the last week or that’s coming up? We also


charles_eide: allow people to share Um, good news about each other, you know, brag on each


charles_eide: other. Hey, I was working on this project and Ryan really stood out as a key


charles_eide: player and he made my life easier. We also share. Um, like good feedback from


charles_eide: customers at the meetings. You know where a customer said something really


charles_eide: great and we want to make sure people know about it. We review the previous


charles_eide: week’s work so like because we’re in the event business, we’ll show photos and


charles_eide: all the like beautiful things that our team designed and executed that week as


charles_eide: ▁, as well as things that we’re working on. Then we move into talking about


charles_eide: the core values and we talk about what are our four core values And and how


charles_eide: does that relate, And then we move on to talking about the the reading


charles_eide: material. So every we, everybody is assigned a book every quarter and


charles_eide: everybody is reading that book throughout the quarter. So we say, would you


charles_eide: would anybody like to share something that they have learned this week in the


charles_eide: in the reading right now. Um, we’re actually studying Daniel Pink, Um. On


charles_eide: Masterclass, he’s got this series. and so the sales team sales and marketing


charles_eide: team, we’re studying the Daniel Pink Masterclass on sales,


charles_eide: where the operations team is reading a book called It’s your Ship And it’s a


charles_eide: book Mike and I read a while ago and it basically talks about. And you know


charles_eide: this book, David. it is, and


david_horsager: I know Mike. I know my Gaber shop. The. Yeah, the capain.


charles_eide: I mean, talk about an impactful book that empowers people to have a true


charles_eide: impact on their own environment, their own culture. Um, so so yeah, so we we


charles_eide: review the reading and then and then we, you know. Is there any updates or


charles_eide: things we need to talk about right now? our company is in the middle of


charles_eide: building a brand new facility. and Um, we’ve got a construction project that’s


charles_eide: you know, in the thick of it right now, including our studios and all this


charles_eide: stuff. So we’re talking about what our construction updates, you know. Are


charles_eide: there any things that came to mind last week when it comes to the new space?


charles_eide: Um, and then just keeping people energized around the new things the new


charles_eide: people were adding and he new hires that are coming up Um. again. It’s a very


charles_eide: meeting around the growth of the company and how we’re achieving the vision.


david_horsager: So do they have? do they share at that meeting? Like?


david_horsager: is it how do they share their Um, like weekly priorities or goals or


david_horsager: commitments or that kind of thing? Where does that get shared? Is that


david_horsager: online on Microsoft teams, or is that how? how do you keep them aliged with


david_horsager: what each person needs to do to get there?


charles_eide: Yeah, so we’re all First of all, we’re all in person a hundred per cent,


charles_eide: And that has been the the case since the


charles_eide: pandemic began. We decided against the idea of remote


david_horsager: y. yeah,


charles_eide: work. Um, while the culture is telling us to do it, we said we’re not going to


charles_eide: do that. And so everybody’s in person now. when it comes to the granular work


charles_eide: that each person is doing, we follow the traction e o S model very closely.


charles_eide: Uh, we have an implementer. We are very serious about using traction, and so


charles_eide: we have weekly level ten meetings for each department. So the leadership team


charles_eide: has a weekly level ten, and then each of the departments of Sales of Marketing


charles_eide: has a Littleton Administration has a level ten, and then operations says a


charles_eide: level ten.


david_horsager: Okay at Mar, sales and marketing operations and A, and they all have their


charles_eide: Yeah, they all have their own meeting, and in that meeting you know, I’m not


charles_eide: sure how familiar


charles_eide: you are, but I’ll just share with the audience you. the level ten meeting


charles_eide: basically designed by Gina Wickman and the Traction team, Um, which I’m


charles_eide: honored by the way we will be producing the E o S Traction event coming up


charles_eide: next year. Wow,


charles_eide: how thrilled are we about that? What an amazing thing. Uh. but the e o S


charles_eide: traction model, the Level Ten meeting really embodies the important thing. So


charles_eide: it starts out with a segway where every shares, then it moves into the


charles_eide: scorecard. What’s going on?


charles_eide: You know, and everybody has their metrics and either you’re on track or you’re


charles_eide: off track


charles_eide: right, Uh, and then your rocks. So like what you need to get done this


charles_eide: quarter, are you on track or off track for your rocks, and then the To do list


charles_eide: and people headlines, Um, and then I. d. s, which is where we spend


charles_eide: most of our time identifying discussing and solving problems. Um, and


charles_eide: obviously I won’t get


charles_eide: into the the G. You’re very familiar


charles_eide: with this, but for the listeners, Traction’s a great way to


charles_eide: the book, Traction by Geno


charles_eide: Wickman’s. a great way to learn.


david_horsager: So, do you on that and we use part of it. We have some things we field in


david_horsager: ourselves that we we like, But basically


david_horsager: on that does the implement an outside, hired consultant and implement. in


david_horsager: your case, lead all three of those before those meetings.


charles_eide: No, So so our implementer only does the quarterly and the annual, So we have


charles_eide: three quarterlies and an annual, and that implementer we have Dan Mosha, I


charles_eide: don’t know if


david_horsager: Mhm, Mhm,


charles_eide: you’ve ever heard of Dan Mosha, Uh, Dan has been a game changer, I think he’s


charles_eide: the best implementer out there. Um. but what I was going to say is he helps us


charles_eide: develop the Uh, the quarterly and the annual stuff that then carries into what


charles_eide: we execute in each Level ten


charles_eide: meeting and then E, the leader of that department runs that meaning.


david_horsager: okay, yup,


david_horsager: So okay. at what point did you start? How many people did you have to have


david_horsager: to start making it meaningful beyond like just having one of those weekly,


charles_eide: Well, I mean, you know when you’ve got a handful of people, Let’s say you got


charles_eide: three to five people. I don’t think you need multiple


charles_eide: departments. At that point, you know you’ve got all that wrapped


charles_eide: together. It really started happening when we got up in the like


charles_eide: teens where it was like you know when you got into eleven, twelve


charles_eide: thirteen. Now


charles_eide: now you’ve got different departments.


david_horsager: right. all


david_horsager: right. Well, there’s a lot here. How how is your? How is you know? you look


charles_eide: Um, you know, now we’re going to be


david_horsager: back at you being kind of an entrepreneur A lot of your life. and Wh, what?


david_horsager: what It’s change for how you lead over time? How have you changed?


charles_eide: that. That is probably the most interesting question I’ve been getting asked


charles_eide: lately because I have changed a lot. Uh, and I think I u. I. First of all, I


charles_eide: used to always think that if you had people on your staff, you had to. If you,


charles_eide: if you hired people, you had to micromanage them. you had to. you had to lead


charles_eide: with an iron fist. And you know the old school way like I grew up around my


charles_eide: grandfather, and it was very like Lead with the iron fist. If they don’t


charles_eide: perform, you fire them. you know. it was micromanaging them. What are you doing?


charles_eide: I need to report every thirty minutes. You know whatever,


charles_eide: and you know there was a shift I made where I said, Why am I doing all this?


charles_eide: I’m actually working more


charles_eide: by doing that instead of hiring great people to do the job, And so I went from


charles_eide: A, and part of that was hiring the right people, and R, really moving better


charles_eide: people into the organization where today I think we have so many people who


charles_eide: are professional and amazing. I think hiring great people and trusting them


charles_eide: to do the work,


charles_eide: and I, I mean, just like you or me, David, the Um.


charles_eide: The autonomy we have


charles_eide: gives us the freedom to be creative and make great things happen, and we need


charles_eide: to give that to our employees. because if you don’t and you don’t trust them


charles_eide: to do what they’re there to do, maybe they shouldn’t be there.


charles_eide: So I think it’s much more of a A. A. A, hands off from managing, but more of a


charles_eide: trusting and caring for people.


david_horsager: What. Let’s get personal for a second. At least the great leaders that I’ve


david_horsager: talked to and been around. it seems like they have some ways they lead


david_horsager: themselves well, or even some routines. And you know we talk about a lot.


david_horsager: It’s hard to be a great leader out there. if you’re not leading yourself the


david_horsager: hardest person. you have to leader yourself. What do you do? personally?


david_horsager: discipline wise, routine, wise to be healthy as a leader. Maybe it’s


david_horsager: physically spiritually. you know, Uh, interpersonally or or otherwise, you have


david_horsager: you have something that you do.


charles_eide: Yeah, I mean I, first of all, I like to make sure that my daily routine is


charles_eide: nearly the same every single day. Um, I get up at the same time I go to the


charles_eide: office. I always go to the office unless I have a meeting


charles_eide: and that’s really important. I also probably about two three years ago decided


charles_eide: that if I wasn’t physical, uh, physically healthy that I couldn’t perform at


charles_eide: my best and so I said, Enough is enough about feeling guilty. Um, I, I work


charles_eide: out best in the middle of the day, makes my whole day


charles_eide: better and so I carve out time that it’s not negotiable. You cannot schedule


charles_eide: me between eleven thirty and one ever. I will not meet you. I don’t care who


charles_eide: you are. my physical fitness of my body. Uh, was was even in my late twenties


charles_eide: and early thirties, was taking a back seat and you could see it and I could


charles_eide: it. The doctors, you know, doctors are nice people and they don’t like to tell


charles_eide: you the truth. Uh, they don’t like to tell you the cold’s


charles_eide: truth, but the cold truth was, I was in my mid thirties with the beginnings of


charles_eide: heart problems with high blood pressure and cholesterol and all these things


charles_eide: that I just neglected and I and I finally said Enough is enough. I need to


charles_eide: take care of myself. So my physical body was, you know important.


david_horsager: I had a very similar experience as you know, and it made all the difference.


david_horsager: One of the problems is we guess compared to other kind of average people in


david_horsager: better than that. Well, that mean sometimes, but what do you? um


david_horsager: on that? Do you?


charles_eide: Do you mind if I share something


charles_eide: with you? It’s a revelation that I had for us


charles_eide: leaders when it comes to take taking care of our bodies, and I? I. This is


charles_eide: something that took me years to figure out and I figured it out and it made so


charles_eide: much sense. As leaders were used to delegating out everything to the experts


charles_eide: in on our teams. Right. We’re used to coming up with master plans and then


charles_eide: executing them by having others do that stuff.


charles_eide: Your physical fitness and your health and your body cannot be delegated to


charles_eide: anybody, and that’s where we fail. as we think. Oh, well, if I hire a trainer


charles_eide: and a nutritionist I’ll be fine. No,


charles_eide: there is no leverage on this. It is a one to one work to return ratio and


charles_eide: there is no leverage You can’t put in one and get five with your body In your


charles_eide: fitness. it does not work and I think we have this mentality as leaders where


charles_eide: we’re like. there’s got to be a short cut. I mean, there’s got to be some


charles_eide: leverage in here somewhere and the truth is there is no leverage in it. It is


charles_eide: a one to one input to return ratio and you have to decide you’re going to do


charles_eide: it. Uh, and and I think leaders struggle with it because we want to outsource


david_horsager: Yeah, So what do you do? Uh, eleven thirty to one is, do you guys have a


david_horsager: fitness place at your offices? or will you at your new one?


charles_eide: so our new facility will have a a fitness center with. Um, the men’s and


charles_eide: women’s restrooms both have showers,


charles_eide: two showers and each one


charles_eide: we’ve got. I mean, we really are like we’re going all out on this.


david_horsager: Yup, that’s nice.


david_horsager: so a lot of people don’t have that. So what did you do the last while like


david_horsager: you? Because you didn’t have a fitness center in your last offices, Did you?


charles_eide: No, No, and where we are Currently? Yeah, there’s no fit. So I, I did hire a


david_horsager: so what would you do? would you? Yeah, that’s awesome. I, I’d like that,


david_horsager: Someday, Yep,


charles_eide: trainer and I was like. I need this to be financially painful enough that I’ll


charles_eide: do the work


charles_eide: because if I’m paying for a you know a trainer to train me


charles_eide: three four days a week, it needs to be financially painful so that I do the


charles_eide: work. and


david_horsager: Did you go to Uh, a place?


david_horsager: A Gm? Yeah,


charles_eide: currently, Yeah, I mean, that’s where I, so I train Currently a North Loop


david_horsager: Yp. Yep.


charles_eide: fitness in Minneapolis. Uh, with my trainer. That’s where he likes to meet.


david_horsager: right. Okay, so that’s good. So hey, do you do you mind getting personal


david_horsager: here? What time do you get up and what time you get to the office?


charles_eide: okay, I am a lifelong um. night owl that is trying to train himself to not be


david_horsager: Yep, yup,


charles_eide: What’s funny is um. I. I. So I, and now I go to bed about ten thirty.


charles_eide: That’s where I try and be in bed. Um, and then I get up around seven.


charles_eide: Uh, Sometimes, if you ask my wife’s she’d probably say seven thirty. Um,


david_horsager: leave way


david_horsager: there and then you go straight to the officer. Do you hang out with the


charles_eide: So that’s that’s my routine.


david_horsager: family first, or do you? you go straight the office and you do family time


david_horsager: at different time.


charles_eide: Yeah, so usually so the kids are kind of already under way there. The the boys


charles_eide: are waiting for the bus. Evelyn’s already at school by then, and so we, we


charles_eide: will just and I will sit and have coffee for about a half hour sitting in the


charles_eide: piano room. Well, I’m eating or drinking my coffee.


charles_eide: Um, having my breakfast and so on.


david_horsager: And what? what? what about? So when do you see the kids And what? Hire you?


david_horsager: Intentional that way Because I know you are.


charles_eide: Yeah, it. kids. are you know? the evenings are better with the kids they’ve


charles_eide: had their school day. They’re at home. We’ll do fun little projects right now.


charles_eide: I’m working on the the basement and putting in Um, like fi. uh, I’m putting in


charles_eide: a fitness facility in my basement as well. uh, we will work out together, the


charles_eide: kids, the the boy. Well, all three of them we will work out together and


charles_eide: they’re getting into it. It was funny the other day I was downstairs working


charles_eide: out and my six year old comes down and he, just he doesn’t say a word, and he


charles_eide: walks over to the dumbbells and grabs the fives


charles_eide: and he starts uh, doing bicep curls by himself. Doesn’t say a word to me.


charles_eide: He’s just doing bicep curls and then he goes over and he sits on the bench and


charles_eide: it’s funny because kids. it’s like. it’s like people on your team. They don’t


charles_eide: do what you say. they do what you


charles_eide: do and I don’t know where he figured this out, But he starts doing a bench


charles_eide: press with these dumbbells and I’m like, Oh, my gosh, this is so cute, so we


charles_eide: like to work out. We have a very fit family. My wife is actually a trainer.


charles_eide: and and so she keeps us on line as well, and she cooks a healthy dinner. I get


charles_eide: home at night and


charles_eide: chicken with no seasoning on it at all,


david_horsager: there you go. raw chicken right on the bone,


charles_eide: and vegetables. Lots of chicken


david_horsager: So let you know that’s it here. This is a fun one for me this week because I


david_horsager: just happened this week, and uh to my ki. My, the two youngest, my youngest


david_horsager: is, you know he’s skiing. He’s on the aerial ski team, Snowking and uh does


david_horsager: lacrosse, and so these things. But but he asked my daughter who’s dance and


david_horsager: stretching and all that kind of stuff, he said to her. the thirteen year old


david_horsager: to the fourteen year old. Can you be my trainer and my coach and helped me


david_horsager: get stretched out so I can do these um aerial things And he’s a great ath,


david_horsager: little athlete. You know, he he’s but, but it’s kind of fun seeing the work


david_horsager: city. So she said, Okay, Be up at six tomorrow morning. We’re meeting. We’re


david_horsager: going to. you know. we’re going to start this training session. So they’re


david_horsager: They’re certain of training together. It’s it’s


charles_eide: isn’t that cute.


david_horsager: pretty funny. Yeah, that’s so fun. so um, let’s go to. You know you’ve


david_horsager: learned a lot in your career. What are you learning right now?


charles_eide: I’m learning. Oh man, I’m learning a lot of stuff. Im learning to be patient


charles_eide: that it like my lifelong thing is being patient.


charles_eide: I’m a very impatient person.


david_horsager: so challenging for us that are entrepreneurs. It’s like we needed to Sm


david_horsager: mountains, but that seems like it’s a common thread for me. It’s like this.


david_horsager: Y. there’s you know it. I, in some ways, I think actually, impatience is a


david_horsager: value for an entrepreneurs to push the mountain down. Turns out it’s not so


david_horsager: great at home or with kids or with relationships, so we have to work against


david_horsager: that in


david_horsager: human relationship. And yet we have to, you know, I’m made to be a driver in


david_horsager: a way too, right,


charles_eide: Yeah, I mean’s, so true. it’s like y like I am naturally a very impatient


charles_eide: person. Uh, I, I expect you know, I expect things to be done a certain way in


charles_eide: a certain time period and I’m not very patient about it. And then you’re


charles_eide: you’re totally right. When you go home, you’re like I need to be patient.


charles_eide: Um, I know that. Uh, Jessica told me this thirty times. Uh, but I need to


charles_eide: listen to her. Tell me at a thirty first time. Um, you know you’re like. I


charles_eide: have to be patient, but then of course there’s times where I’ll I’ll be like


charles_eide: we’re We’re doing what with with who and should be like. I have told you this


charles_eide: thirty times and I’m going to kill you. so I think you know patience goes both


charles_eide: ways, but in the workplace I, I think that if you’re naturally an impatient


charles_eide: person, it’s just coming down to how you harness that impatience, because I, I


charles_eide: will say that it is good to drive results and to hold people accountable, but


charles_eide: you also have to be patient with


charles_eide: people. Um, especially when they’re learning as well. so that’


david_horsager: and I think in a pandemic and with all the things happening, there was


david_horsager: definitely a time to start and show up with empathy first.


david_horsager: No doubt it.


charles_eide: that’s how we got through it.


charles_eide: I mean, that’s how we got through It was to care for the team first, and I’ve


charles_eide: always been. you know everybody, says David. They. they always go well. The


charles_eide: customer is always first and I, you know what I decided a long time ago. My my


charles_eide: team is first, Because if there first they will put the customer first.


david_horsager: right, totally true.


charles_eide: So I always have their back, no matter what.


david_horsager: Are you thinking about following up on the learning question? Are you


david_horsager: curious about anything right now that you’re like pressing into?


david_horsager: I’m curious about this right now, whether it’s you know, a certain


david_horsager: technology leadership or how our world’s going to be, or how you’re going to


david_horsager: solve something.


charles_eide: Well, I mean, I’m always curious how the world’s going to be, and I’m kind of


charles_eide: one of those rebels when like the world tells me to do something, I’m like.


charles_eide: No, I’m not doing that. Um, So you know, I, I wrestle with that stuff, but I,


charles_eide: I mean from a technology standpoint we started a company called Second Stage


charles_eide: and it’s a software company that has a product. We only have one product right


charles_eide: now. It’s a great product. Um, that basically is a virtual venue for Um


charles_eide: events. So if you have an event going on and you want to provide an online


charles_eide: audience with a great experience, Second stage is a great product. for that.


charles_eide: We’re also finding that it’s also really good for the in person audience. So I


charles_eide: imagine you’re at a conference in Las Vegas and there’s a speaker coming up,


charles_eide: But you want to run back to your room, you know, or you want to sit by the


charles_eide: pool, and you want to watch the general session from the pool. Second stage is


charles_eide: a great way you can pull up the schedule. Click on it and watch uh, the live


charles_eide: content or the pre recorded content, so we develop that, but I’m still


charles_eide: learning about technology and I get frustrated with myself about it because my


charles_eide: mind doesn’t work like that and I don’t really understand timelines and how


charles_eide: stuff works around, developing software and features and rolling them out, And


charles_eide: I just I struggle with


charles_eide: it And so it’s something I’m really trying to wrestle with and understand


charles_eide: better right now.


david_horsager: it’s interesting. you know, just thinking how parallel our journeys are. I


david_horsager: remember when when kind of my tech director, said David. Um, believe it or


david_horsager: not, you’ve just become overnight the c, e O tech company and I’m like, No


david_horsager: cause I, I don’t even like posting on Facebook, right, I don’t.


david_horsager: but when we built the the platform, one of the things I think that I’m


david_horsager: excited about is that we kept the human component of real people, But, but


david_horsager: our, our Our trust certified platform where people can measure and get


david_horsager: reinforcement. All these tools. That was a big, massive fun learning for me,


david_horsager: and it still is. It’s part of our


david_horsager: whole way of you know, building trust in the world, but it’s kind of


david_horsager: interesting because. We were kind of starting our technology journey a few


david_horsager: years ago about the same time. Um.


charles_eide: I have a family member who’s made his. You know, his entire career in the in


charles_eide: the tech world, and he, you know he’s so, he’s brilliant beyond


charles_eide: me And he said to me, He’s like Look,


charles_eide: we are all always learning in this, So don’t think you’re going to figure it


charles_eide: out cause you won’t


charles_eide: that’ reassuring. thanks.


david_horsager: exactly. But and yet at the center of almost every business will be


david_horsager: technology in you know this decade you won’t find one Without That doesn’t


david_horsager: mean there won’t be an absolutely human component. I think people are a


david_horsager: little. s wrong a little bit and thinking it’s it. Really, people should


david_horsager: still be at the center, but technology will be able to amplify a lot of


david_horsager: things. even as you noted the in person experience.


david_horsager: What’s uh? what? What’s your biggest hope for the future


charles_eide: Uh, that’s a really big question, David. are you referring like like a big bi?


david_horsager: anyway? business life, personally,


charles_eide: well, I would say world peace, but I think we’ve been at that for a long time


charles_eide: and I haven’t seen it yet. I feel like I even look at. I’m watching World War


charles_eide: Two in color on Netflix, and I’m like I don’t think we’re ever going to have


charles_eide: peace. I really wish we would, but I don’t know.


david_horsager: are there side projects like that though that you’re trying to make a dent


david_horsager: in? I mean we we love. Uh, trying to make a dent in certain global


david_horsager: corruption issues with our trust work and and things. But are there things


david_horsager: you’re thinking about that way like you really hope. Maybe it’s for your


david_horsager: kids, but maybe it’s for the future. Maybe it’s some of the things you are


david_horsager: doing on the side. I know you have a heart for transformation. And and


david_horsager: things are there things you’re thinking about that you don’t mind hearing


david_horsager: publicly that you’d hope


charles_eide: I mean I. My thing is like I. I just hope that I can help my. My real thing


charles_eide: is, I want to help other young entrepreneurs. see,


charles_eide: um, see the value they can bring this world. I think that you know that was


charles_eide: that was me and I. I actually had a couple of really great mentors along the


charles_eide: way. that made all the difference in the world to me, and even they weren’t


charles_eide: even super hands on. They were like. At a distance, you know, I have mentors


charles_eide: today that Um, still mentor me like Chris Linddall, He’s a big real estate guy


charles_eide: here in the Twin cities. He calls me and we’ll talk on the phone, Just


charles_eide: randomly talk on the phone for an hour about it. like the biggest challenges


charles_eide: that I’m facing. Um, or like road blocks he sees coming up for me that I


charles_eide: didn’t even see and I’m like, Oh, my gosh, Like, what a gift to have friends


charles_eide: that are so good like that and I just I want to be able to be that for others.


charles_eide: Um, along the way that I, there’s this really cool young kid. his name is


charles_eide: Julian and I met Julian when I was speaking at. Um, I was speaking at. I think


charles_eide: it was at Maranatha . It’s a private school here in the Twin Cities and I was


charles_eide: speaking to their senior class and he comes up to me afterwards and he’s like


charles_eide: Hey, I’m thinking about starting this uh business where it will will fuel up


charles_eide: your car in the parking lot And I was like That’s brilliant and he was like,


charles_eide: Yeah, I’ve got investors and I got all this going. He’s like I don’t need


charles_eide: money. I just I just want to know you and you know once in a while, reach out.


charles_eide: I tell you what, this kid this summer shows up to my office with his truck,


charles_eide: and it’s got the fueling equipment on it. All the professional stuff. He’s got


charles_eide: the uniform. He’s like I got the App, and I’m like, Oh, my gosh, come in and


charles_eide: let’s talk about this. this is so exciting. So if I can help one or two or a


charles_eide: thousand or a million entrepreneurs do better, Uh, you know I will be happy.


david_horsager: there is a lot more we could talk about. I love that


david_horsager: mentoring goes both ways. You learn so much when you mentor


david_horsager: as you know.


david_horsager: Well, here we go, Charles. There’s a lot more we could talk about and we


david_horsager: have fun doing it. But where can people find out more? Where is the one key


david_horsager: place? People can find out more about Charles Eide or EideCom


charles_eide: Well, if you want to follow me on Instagram, it’s Charles Evan, Eide, I


charles_eide: dispelled, E. I, d E.


charles_eide: I’m pretty active on Instagram, Also, Uh, we just launched a brand new EideCom


charles_eide: dot com. So it’s e, i d e C, o m, dot com one him and there’s plenty of cool


charles_eide: stuff on EideCom Dot Com and Um, And then, of course, if you want to check out,


charles_eide: our event platform’s called Second stage


charles_eide: dot events, Google Second stage event platform, you’ll find it


david_horsager: that’s perfect. and as always, Kent will put all of this in the show Notes.


david_horsager: Trusted leader show dot com. You can find everything about second stage and


david_horsager: EideCom and uh, you know just his instagram. everything he’s doing, Charles,


david_horsager: You’re amazing. We got to go. We need to go fly somewhere again.


charles_eide: Anytime, Dave. Let’s go.


david_horsager: Let’s go. Let’s jump over


david_horsager: to Oshkosh again next summer. Oh thank you. let’s tell us jump to Oshkosh


charles_eide: It’s great to see you and thanks for having me.


david_horsager: again next year.


charles_eide: Let’s do it.


david_horsager: All right well, this has been the trust the leader show, thank you, Charles


david_horsager: until next time everybody stay trusted.

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