Latest / Inspiring Stories / Thought disrupter Jan Barlow

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Thought disrupter Jan Barlow · Inspiring Stories

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Thank you for listening to De Pictures Media Radio. You rat you readything to
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me? Oh well, jus well not a bad stop alone? I just
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see so splash alone? Is it mean welcome back everybody? Our next guest.
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She is a thought disturber. I mean we're gonna ask her what what
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what that really means? What does it mean to actually disturb people's thoughts?
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But in a positive way? Jam Barlow she experienced the joy of being at
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the height of her business development career in two thousand and seven, working with
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a global pharmaceutical company aligned with her strengths. Three months after being assigned a
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new manager, she was positioned to fail just forced her to look at things
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a little bit differently and in which she was not. She wasn't aligned with
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the with the next position that that she that she received and it manifested nothing
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but stress but stress and distress man created physical uh physicality caused they caused her
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great loss UH personally and professionally. After experiencing the negative psychological effects of and
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physical effects of having a bad job, fit Jan vowed as her life's work
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to help position people according to their strengths so they could actually have the right
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job. And the best career. And it was kind of these things that
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made her start to find herself with the title of being a thought disturber because
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she made people think about their life and their career differently than what they would
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have previously to working with her. So why don't we welcome Jan Barlow to
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the show and find out how we can have our thoughts disturbed and learn how
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to think a little bit differently about ourselves and about the world we live in.
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So Jan, welcome to the show. And I think I got it
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wrong in the introduction. I think I called you a thought disturber instead of
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a disruptor. But the result is the same. And why don't we start
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here because you had an event happened in two thousand and seven that caused you
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not only mental stress, but emotional stress because of a bad job. Yeah,
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it was actually a bad managerial fit. So I was working for a
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global pharmaceutical company. I actually created my own position there and I had the
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best you know of both worlds clinical education for the doctors and staff, and
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sales and marketing, so I could literally when we sold them a million dollar
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laser that's used in lasik, I was able to go in, train them
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on how to use the device, hire the right people for the team,
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you know, to work the laser and also be a patient counselor, and
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then put the really their business development plan together to start making money right and
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market their services. So I loved it. It's it's like starting a new
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business for you know, you go in, you sell a product or service,
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and you start that side of their business and then you move on to
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the next doctor. So I really enjoyed that was recognized by our biggest competitor
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and was hired away from Outcome. At that time, they were going through
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a merger and actation as well, so they needed people who could just here's
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the goal, hit the ground running and start you know, doing the job
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and not really have any ramp up time. So when I crossed over,
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I made sure that I you know, when I spoke to the manager,
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because I loved my job with out Comes, so I really didn't need to
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you know, change jobs. But when I was talking to the manager who
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hired me, She's like, Jan, this will be a good fit.
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We work well together, you know, so it was a no brainer.
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But two months after I joined, they moved my manager and gave me a
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new manager, and she did not really like the fact that she didn't get
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to pick me, and how managers do they want to hire their own people?
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And so she changed my job so that clearly I went from working in
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my strengths to working in my weaknesses, so to speak. And I just
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thought I had to try harder, right, and that just didn't work.
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My palms started to peel, my hair started to fall out, and it
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just really mentally, emotionally, physically. I was at the top of my
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game and was at the bottom within seven to nine months. Wow. No,
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I did know that because I, hey, I didn't always owe my
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own business. That I remember working for a manager in the corporate world and
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it was really wasn't a good fit. And I was just trying to hang
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in there, you know. I figured, oll, eventually I'll get enough
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sales, I'll get this guy's approval, and I'll I'll build enough relations business
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relationships that this guy will start to like me. Because he just simply put
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up with me. I just you know, pushed me to the side of
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the room sort of thing. And the result of it was my physician at
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the time was prescribing to Lantern and all kinds of blood pressure medications and the
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anxiety stuff like and h. For me, it just all of a sudden
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hit me. I'm looking at all these prescriptions in my hand and I'm like,
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hm, I need to change something else. This isn't the way to
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do this. Did you have that moment? You know? My moment was.
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I mean I at that time, I was sleeping twelve hours a day.
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I mean, I was so sick. I ended up. You know,
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my friends I had at that time when I lived in Florida, I
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had friends that were judges, doctors, and they were saying, look,
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go to my doctor. Here, go to my doctor. I went to
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five different doctors and you know the ridiculous advice that they gave, you know,
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wear organic yogurt on your head for two hours. I mean, come
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on every day, come on now, you know. I mean for me,
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it was when I went to an eeridologist, because it's like an ophthalmologist.
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So I was referred to an ieridologist and they said, you know you
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have it looks like you have adrenal issues. So I went to a specialist
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who that's what they did. But you know the biggest for me was I
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was getting all these going to these doctors and getting these blood tests, and
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the blood tests were showing there's nothing wrong with you. Okay, at what
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point sleeping for twelve hours and hair falling out in palm's peeling, do you
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not see that there's a problem. Right, So when I found the right
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doctor and took a saliva test, which is not common, it's more common
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than it was then, but to be able to have somebody positively identify physically
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what the issue was, right, So when he told me, he goes,
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here's you're a dreanal results, adrenal gland results, here's above normal,
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here's below normal. Here you don't even make the charts. I don't know
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how you got here today, and I don't know how you have not had
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a heart attack or stroke. So that was the for me, that was
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the defining. That was like okay, that's a problem. Like okay,
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I mean I know that I don't feel well or whatever. I know that's
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an issue. But for me to have number one identify what was wrong with
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me and then the physical evidence right, that's you know, and then the
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experienced the chaos. So for me, Michael, I had to get down
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to the very bottom. I had to go straight to the bottom before I
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said, okay, I I got to do something different. So again I
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probably lasted longer than I should have. But at the same time, I
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was trying to go to the company and work and work it out, you
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know, talk to to go to HR and go through the hoops to try
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to work it out. And because of the merger and acquisition that HR support
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was not there because nobody knew who was in charge. So when you know,
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I kept on trying to resolve it is they're supposed to help, they
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weren't, so, you know, unfortunately through that whole process, so to
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me, unfortunately I had to go to extremes. I had to stretch it
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out before that was my turning point. It's that was at the very bottom
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and then rising phoenix if you would. Yeah, you turned to the ashes
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and then blossomed again because there's nowhere to go but up. Yeah yeah,
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So yeah, you what happened after that? Would you you change jobs?
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Well? It really was the you know, I mean, I gotta be
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honest. I hit rock bottom. I lost everything. I mean I got
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a divorce, I lost my home. I then had to start. You
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know, really, when I thought what really am I called to do.
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My biggest why is you know, when I started Better job Fit back then
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in two thousand and nine, because it took a year for me to you
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know, get healthier. Uh, you know, I got a divorce and
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you know, went and stayed with a friend of mine for six months just
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to get you know, back on. Okay, let's move forward. When
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I started Better job Fit, it was about making sure that nobody else experiences
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this, like what I want to do, what I can do to make
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sure that you know, these individual relate work relationships, like these differences between
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people don't get blown out of proportion, right. I mean, there's there's
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a way to address these issues. But know it upfront, right, don't
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wait for a disaster to happen, Like there has to be a more mindful
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way to work together. And so that's really how I started Better job Fit.
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We started working with veterans and foster care alumni. So I pretty much
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did job matching services for veterans and foster care alumni. And that's really how
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we start it. Wow, that's an important group of people, you know
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it is, because when you talk about a veteran crossing over from active military
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and then coming over to private industry. Those are two opposite scenarios, right,
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and two opposite situations. The military, you know, is pretty linear,
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you know, there's no not a lot of great area when it comes
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to jobs, right, they they kind of have their own system. But
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when once you go into private industry, who knows what a gunny sergeant can
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do? Like, how do you translate your work in the military to private
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industry, And so a lot of bias I know what I don't know,
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and recruiters if they don't know what that job was about. A lot of
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military are put into really manual labor positions and it's that's truly being underemployed.
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And then foster care. They're just shuffled. They're at the will of everybody,
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right. They really don't have a lot of independence or direction. They're
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just shuffled from one space to the next. You know, they really don't
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have that sense of stability. So really, when it comes to creating their
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next or a job or whatever, they're left up to the will of others.
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And to me, I wanted to combine objective job matching science with a
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person's experience to really look at what their opportunities really are and to provide those
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opportunities who Okay, So that does lead me to a question, and it
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leads me to actually two questions. First question, knowing because I have experience
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in the armed forces, and knowing that the gunnery sergeant, I mean,
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he's pretty much so, especially like if he's in the Marine Corps or something
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like that, that he's pretty much too like working with a very high ranking
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officer, colonel or higher. Right, And it's a that's a lot of
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authority, right, So how do you go? It is? So,
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how do you match somebody that's used to having that authority to something other than
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a manual laborer job because you don't understand that this guy's used to having authority,
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he's used to managing a large number of people. Well, what's interesting,
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Harvard Business Review, this was probably two thousand, the mid two thousands,
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So this technology is almost twenty years old, this artificial intelligence job matching.
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So Harvard Business Review has written and proven job matching has nothing to do
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with your age, race, socioeconomic background, what school you went to great,
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I mean, has nothing to do with that. It has to do
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with the science of cognitive behavior and occupational interests. So you can have a
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gunny sergeant, right, you know, I can give that person a menu
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of choices like meaning matches. So out of four hundred plus types of jobs
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in my library and my database, I can run their results and by percentage,
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it spits out a report that says what specific percent match they are to
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a certain job. So that gunnery sergeant could be a match to a financial
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advisor, could be a match to arts and entertainment. Right, And it's
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this you know, and people, well, how do you again, what
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do you how do you use that information? Well, the interesting piece that
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we provide is we take we sit down with people and say, okay,
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what pieces of what you've done before? What do you really like? Right?
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What are those aspects that you really enjoyed? So we're moving people from
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the left part of the brain to the right. So this unique job matching
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AI allow it gives you the ninety five percent of what you would have no
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idea that you're a match to the that's really the biggest piece. It allows
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us to use science, objective science to say, guess what you're you know,
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eighty seven percent match to a financial advisor. And it's my job to
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help bridge what you've done before, and just using that category financial advisor,
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people just automatically think, oh, you're going to sell insurance or what you
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know, health insurance or life insurance. Now that's not how I use it.
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We use that really as part of our search words when we go into
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the internet to start teaching people bully in search terms. So you know,
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people when they go to look for a job, they just go to Monster
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or Indeed or the job sites. Would you agree? You know what?
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Okay, Okay, I'm going to tell everybody a little secret. I've been
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doing this for so long that I wouldn't even know how to apply for a
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job at Walmart. So I love it. So you you're you're you're actually
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teaching me as you're talking, because it's like I've never I've never used Indeed,
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I've never used Monster. The only thing I've ever used is for me
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to source like a camera person or audio person into into a certain project or
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something like that. I've used different databases that way, but they're but they're
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specific to entertainment, right. Well, it's interesting because most people are taught.
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I'll just go on the internet and go to these job sites and apply
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to whoever whoever posts a job on those job sites, right, So not
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every company posts jobs on those sites. So when people say, oh,
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well I just go on the job sites, well you're missing a lot of
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opportunity here to you know, to really see who matches you. That's really
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what we teach. It's not about finding a job, it's about creating.
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Next. So let's say we have a gunny sergeant and that person is an
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eighty seven percent match to a financial advisor. Right, So we take keywords
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and phrases. We'll do a mind exercise, just a left brain right brain
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exercise that gets them to think of keywords and phrases and duties that they love
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doing when they were doing that job. Then we'll mix it with their job
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match high job match categories, and then we'll just start playing. We'll start
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entering those stringwords into Google to literally create a nomogram disruptor in Google to where
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Google will spit out and give the person jobs, articles, everything specifically around
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those keywords and phrases that match the person. So right now, people go
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on Indeed and LinkedIn, etc. And they're limited to the search engine descriptors
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that are in that software, so they're so generic technical you know sales and
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marketing, that's just so general. We're able to help them identify those keywords
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and phrases and industries and job duties to where we're going to enter them into
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Google and have Google give information to the individual, right so they could be
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matched to a company that has a job on their website posted on their website,
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that has those specific keywords and phrases that they would never have found anywhere
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else other than doing what we just did, right. I mean, I
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had a veteran yesterday. He has spent a year trying to find a job,
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a year, and we sat down within thirty minutes just playing just I
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said, hey, you know, Jason, what about such and side,
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let's go do some a quick search. A position at SBA, a position
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at a military contractor so he said, Oh my gosh, I would have
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never ever thought about connecting with the SBA, or even thought about working for
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a government contractor That for me is the biggest compliment, is when we can
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sit down in a short period of time and open up so much more and
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so many more opportunities for people that they would never have thought of themselves.
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Right. Well, you know, I kind of I do kind of actually
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relate to this because my last corporate job was so technical that and I became
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a dinosaur in the chemical end of the semiconductor industry because yeah, that's a
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hot let me tell you that was especially in twenty fourteen, twenty fifteen,
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that was big in the recruiting. Yeah, I was put put out the
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pasture in two thousand and five. I was told that, well, I'm
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gonna blurt out what it is that I did, and you're gonna hear how
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technical it actually is. That most people don't even understand what it is that
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I actually did. I used to run a uh I see ic P p
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MS, which stands for inductively coupled plasma mass spectrometer, and I used to
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use that instrument to test down to for impurities down to the park Quadrilliant for
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the semi Right, now, what did I say if you're if you're a
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recruiter, what I what did I just say to you? Well, what's
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interesting is, first of all, I would want to know more about your
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day to day what you did. But when just hearing it, and I'm
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not technical, but I sit there and go, well, first of all,
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the detail of that, I would think like, uh, that was
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that a specialty position, meaning were there a lot of people in your position
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like that? Globally there was two hundred of us. That's that's what I'm
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saying. I mean when you said that right off the bat, that sounds
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like a chosen few. Yeah. And did the in the actual work environment
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was in a Uh I'm going to dumb it down for everybody listening, because
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because I've already gone way too technical, I used to work in a NASA
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grade clean room. Uh, that's exactly what I had a vision download that
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like a surgical suite, like what I taught in. Right, So it's
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a it's a clean room. Yeah. Yeah. And so when when I
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was actually put out the pasture, I applied back into the chemical industry like
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oil and gas, pharmaceuticals, all these areas that actually chemists would work in.
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Right, they all like turn me down, They said, we can't
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use you. It's like you need to go. It's like, seriously,
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go apply at the jet jet propulsion labs. It's like, yeah, go
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apply to the jet propulsion labs. Well, that means that while my resume
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was warmly welcomed, it was warmly part because right, yeah, it's like
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it's a again, we're back to the highly specialized, highly limited, not
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very many people get in the door kind of a place that See. That's
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where like I love situations like that because I'm like, oh my god,
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let's see what the you know what our artificial intelligence spits out, like the
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report and the percentages and I want to see. Like, to me,
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I get really excited about that because that's I take those keywords and phrases or
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the job matches really that pop out and look at your past experience. And
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we start to play on the internet with those descriptors, right, and you
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get into a totally different mindset. You literally get into, oh, I
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wonder what this is. Oh this looks interesting, I wonder what this is.
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Oh, here's an article about top jobs that maybe include some of the
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descriptors that we put in, right, and you go and you know,
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read into it and see what it says. So to me, it truly
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is all about this discovery mindset. But having that technology and that artificial intelligence
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that gives us the matches that we would never ever be able to think of
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our Wow, I know, it's so much fun every time we do it.
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When I hit the hit the ener key after putting in all the you
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know, descriptors. It's like I get the download of a slot machine in
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Vegas, you know, turn the handle. I wonder to see what's gonna
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happen. Yeah, yeah, it's it's it's you know. It's funny is
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to watch you just get I just give you a little bit and you're and
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now you're all excited. Oh I wonder what that would come up with.
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I know, I'm like, that's what I'm saying. I just love that.
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It's like, oh my gosh, Michael, that would be so much
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fun. So in the end, but here I sit doing in in arts
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and entertainment doing uh and now as a filmmaker, see you see what I'm
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saying. People people have no like like to connect the dots. Like now
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I could sit there and and if I learned a little bit more about what
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you were doing before, I could sit there and go, oh my gosh,
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well that just makes sense, right, It's just logical. Once you
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get a line to that. What we're able to do is align those elements
29:04
beforehand, right to reduce the chances of a bad fit or a bad decision
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or you know, I want to make sure that people see all their options,
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right, so you know you're because how we found each other on LinkedIn.
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And by the way, if you follow Jan Barlow on LinkedIn, you
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one You're going to get like eleven maybe twelve posts a day, but at
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least one of those posts is going to wake your mind up, at least
29:41
for the day, at least one of them. And that's what's so much
29:45
fun about following Jan. So I'm going to suggest all of you right now
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if you write down Jam Barlow and her last name is b A R l
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O W and look her up on LinkedIn and follow her because it's that right
30:03
there, is going to open up your mind because she's coined yourself as a
30:07
thought disruptor for a reason, and we can already start to hear how she's
30:11
disrupting our thoughts. So keep going. Thank you, Michael, thank you.
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And you know we have our three brands on LinkedIn. We have creating
30:22
Your Next for anybody that's in transition or wants to again create your Next,
30:27
and we have better Job Fit page, and then we have our Human Revolution
30:32
Disruptor page, so and just me. So that's why you're kind You're part
30:37
of the whole Better Job fit ecosystem, so you get everything that we produce.
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I know I've made some pretty pretty interesting comments back, and I've also
30:52
shared some of some of you of your questions and in different ways getting people
31:00
just to wake up. So is that one of your goals is to actually
31:04
wake up humanity so they can find a better fit for themselves in our society.
31:11
Well, I gotta tell you the vision of better job fit is to
31:15
raise the conscious awareness of the workforce. And you know it takes a village
31:22
to do that, right, I mean, because this whole level of awareness
31:26
in our own individual individual journey of growth and expansion is a process and old
31:34
belief systems or these old paradigms of our world have been slowly disintegrating as time
31:45
evolves, more so since twenty twenty. Because it really it didn't matter socioeconomic,
31:53
it didn't matter where you lived. Everybody on a global level was you
31:59
know, isolated and told stay home, sit on the couch, and you
32:04
know you had very little distraction, right. We couldn't go out in five
32:08
different places, run here or there. We couldn't go to the mall to
32:12
shop, and so it really when you think of individual awareness, when we
32:20
get distracted. You're distracted, right, you don't think of your own individual
32:25
growth and expansion, You don't think about maybe your values as much, you
32:30
don't think about what you want to do in the future. Right. But
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everybody on a global level experienced this and it equated really to what was a
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lot of people referred to as a near death experience. So because our we
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were in fear for our life. Right. So if you think about it,
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if anyone ever remembers Maslow's hierarchy of need triangle, right, the top
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is self actualization, the bottom is food, water shelter. And so it
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didn't matter even if you had a roof over your head. Emotionally, we
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were all put in food water shelter mode. So up here at the top,
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that self actualization mode, or that pinnacle of the triangle is where we
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future think about the future. We think about, oh, what car do
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I want to buy? What vacations do I want to go on in the
33:30
future. And when you get a whole world population that goes from here to
33:36
down here, that puts the whole humanity really at a different perspective. That's
33:44
why we had, you know, continuing to have this shuffle of people quitting
33:50
jobs, you know, trying to decide what they want to do. I
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mean we had, Michael, you and I spoke about this. In twenty
33:58
twenty four point five five million people started a four point four million people started
34:02
their own business in twenty twenty five, point four created their own business in
34:08
twenty twenty one, and five million created their own business in twenty twenty two.
34:15
So mainstream isn't talking about that. So we have this this activity and
34:22
action going on that's happening that the you know, traditional world mainstream media isn't
34:30
talking about, but it's happening. So these changes of humanity and who we
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perceive ourselves to be, who we want to be, the cats out of
34:39
the bag. So I'm pretty stoked because this is a great time for a
34:45
better job fit in all five of our of our family of brands, because
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each of our brands revolve around this human expansion and growth. So we're pretty
34:55
stoked about it. Yeah, yeah, you did mention about that. The
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mass media isn't talking about some of these things. But unfortunately are our establishment
35:12
created by by these larger corporations. What they've what they're trying to do to
35:17
the independent media is stifle us from able being able to talk about it.
35:24
That's why we need you know, that's why like YouTube and you know,
35:29
the podcast chance of Spotify, you know, that's how we're getting noticed.
35:35
That's how we can have these conversations. It's so interesting because at least for
35:39
me, mainstream media really doesn't provide anything for me. I mean it hasn't
35:45
for a long time, so it's not really it's not really productive. It
35:52
doesn't feed me anything that uplifts me. So I choose to limit my exposure
36:01
and what I want to be exposed to when it comes to that. But
36:07
I think more and more people are being turned off by that negative and all
36:12
this drama. That's just my perspective. Yeah, I have to say that's
36:19
a pretty pretty accurate description of a lot of people, what people are doing,
36:27
at least in the circles that I travel, you know. So,
36:32
how does a better job fit help people rise up so that they so they
36:39
either create the job that they're looking for or find the job that they're looking
36:45
for. With everything that's happened with the pandemic, and how are society,
36:51
we're changing some of our goals and they're not looking as corporate money grabs as
36:55
they used to that. That's exactly right, Michael again twenty twenty. But
37:01
everybody, you know, took everybody off the streets and spending and a lot
37:07
of that, and so you know, we learned. We looked around and
37:09
said, well I don't need a you know, some of the stuff that
37:14
I used to have or used to do, I guess I could live without
37:17
because I'm okay, you know, I couldn't go on my you know,
37:23
three homes or you know whatever. That extra extra stuff that people did.
37:30
The reevaluation of what's important to them, the value system, what they can
37:37
live with and without, what do they really want? That really put humans
37:43
on a different level, and human behavior has shifted from a global position.
37:49
You know, with us, we were already doing our Creating Your Next workshops
37:53
we had online and in person. Now we're we recorded some online courses to
38:01
sell on you know, uh that they can download the online courses with Creating
38:09
Your Next. The Human Revolution Disruptor Summit is the place in the platform where
38:15
we're bringing people together from all industries and positions to talk about reimagine work in
38:22
life. So like next month, we have two people that are going to
38:29
be talking about collaboration. But get this, you're going to love this,
38:31
Michael, whole archy versus hierarchy systems of businesses, right, so structures.
38:40
So right, you know here what's popular is hierarchy. Right, That's that's
38:46
crumbling away, that's that's really can't sustain itself much longer. And so there
38:53
needs to be a transition from that hierarchy isolated silo to now are more holistic.
39:02
And next month we have somebody from really two aspects, from whole archy
39:12
and the traditional hierarchy, and talking about those two systems and where they're headed.
39:17
Whole archy has been it's happening now, but nobody talks about it.
39:22
Right, It's you don't learn it in business school, at least not here
39:24
in the States. You've got to go to Europe to get that information.
39:28
So that's what I'm excited about is bringing that information to the masses here in
39:34
the States so they understand, Hey, guess what you're experiencing that it's not
39:39
working in your company. Now here's a transition of the extreme of the opposite
39:46
of hierarchy. But let's talk about a transition of how do we take that
39:52
current system of hierarchy, how do we make it more holistic, right and
39:57
to fit into our world today. Yeah, yeah, they see that can
40:02
become a whole another episode on on on another show that we that we actually
40:07
do about human rights. Oh my gosh, that's phenomenal. Yeah, we
40:13
we we can have we can have a field day with that. With that
40:19
being said, though, one of the things that I did notice was because
40:22
of course we know in in the United Kingdom that they had a monarchy change.
40:31
Queen Elizabeth of course has passed on May she rest in peace, and
40:37
King Charles has come come along now. But it wasn't It wasn't the number
40:45
of viewers watching the coronation. It was the question that came with the coronation
40:53
oooh do share? Well, the question was why did they spend so much
40:59
money? Did he need to actually spend spend I don't even remember how what
41:07
the ridiculous number of pounds it was and how that translates into either, uh,
41:13
the Canadian dollar or the US dollar, but it was, but it
41:15
but it was a ridiculous amount of money to the people, and that's what
41:21
counts. People actually question why did he spend Why did this this event have
41:27
to cost so much money? So it's especially after COVID. You see what
41:31
I'm saying. I mean, before COVID that that wasn't probably an issue,
41:38
right, it wouldn't even been a question. But now people are questioning that.
41:45
So when you're talking about hierarchy versus whole archy, then we're starting to
41:52
see that scene seeing those scene kind of shifts happening when somebody questions nobody before
41:58
that, when nobody would have ever questioned, like the monarch spend how much
42:04
money you we might have lacked at it in the United States, in Canada,
42:09
it's like, oh, it must have been so grand and so wonderful.
42:15
Would have been the commons now is like did we really need to spend
42:19
that? That's what I'm saying, my friend is again this whole human behavior
42:25
shift and companies, you know, if they're not excuse me, if companies
42:31
are not reevaluating their their customer base to tap in and to survey what those
42:40
human behavior shifts are when it comes to products and services, they're missing the
42:45
boat. Yeah, they're missing the boat. And that's really huge because you
42:52
have any type of human behavior shift like that on a global level, it
42:57
is going to now create a ripple effect and keep on moving and shifting.
43:02
So we got like five years. You know, there's every like we had
43:07
a shift in a year, we had to shift two years, moving now
43:12
into three. The next one will be five years after. But you have
43:19
mainstream just not realizing it's to me, it equates to hurricane, any type
43:24
of natural disaster, because I you know, lived in Florida for twenty years,
43:30
so live through three hurricanes. There is a cycle. There's a natural
43:34
cycle that happens after a traumatic event, and so you you know, observing
43:40
that there's time cycles that happen afterwards and so but if your business isn't connected
43:49
and understand those cycles, it's not planning strategically the right way. You know
43:54
what I'm saying, there's still strategically planning from an old situation, not from
44:01
the current holistic you know, when you have a disaster like this or a
44:07
major global interruption or disruption that changes human behavior, there there's a cycle that
44:15
happens, a natural cycle and flow, and a lot of companies are not
44:20
being proactive about it. Yeah, yeah, I totally get where you're going
44:27
with that. So what are some of the because like the old old way
44:35
of thinking is like and you even said it. In the company that you
44:39
worked for before with with the lasic laser and all that that, you train
44:46
them, you train train this group, you get them all set up,
44:51
and didn't you move on to the next right, And now the trend of
44:57
thought is more about how do I build a relationship with this company so that
45:04
I can continue to keep serving them. Well, it's interesting that you said
45:09
that, because what made my region successful was that because I was moving them
45:17
from us out of the ten stages of business growth. I was moving them
45:22
from the infancy to go go stage, so really three stages. So it
45:29
was the implementation, you know, getting the laser and then going from infancy
45:35
to go go stage. I had a ninety day strategic plan for all.
45:44
You know, it was like it's manufacturing, right, I mean, it
45:46
was like clockwork, like we just checked you know, okay, this is
45:50
what we need to do next, next, next. I think for me,
45:54
because that's what I loved doing, and I knew the challenges for a
45:59
new practice or you know as a new evidence of a new business. To
46:05
me, I wanted that relationship because I knew it was going to be difficult
46:12
for them to start up. So so relationship to me was always important.
46:17
What I liked about it was getting people rammed up, being able to get
46:22
them up and running quickly to move to the next and because that was exciting
46:29
for me. But the relationship, because I'm a social person, that meant
46:34
a lot to me as well. So to your point, though, I
46:37
think companies really they need to focus more on relationship. But they think how
46:45
many followers they get on their pages or whatever, that that is equal to
46:50
success. And that's not true. I there has nothing to do with with
46:55
engaging people. Okay, So here's here's the fun part about what I do
47:02
right? Getting a number of followers gets gets shows me up with a relationship
47:08
with my sponsors. Oh exactly exactly see that. See the key part is
47:15
is I have to have a relationship with the sponsors, right, correct?
47:22
And how does it and what what? And that's what people need to start
47:27
examining, right is is what does that look like? What is the relationship
47:30
with with the person who's who's actually in bed with you look like? Well?
47:36
And when it comes to the sponsors, how are they using your audience
47:43
right? How are they leveraging you know, they want their product or service
47:47
to be seen by a lot of people. Well, that's great, you
47:52
can pay per click for that, but it's advertising is supposed to make the
47:59
phone ring, So they're paying for you know, people to see them,
48:05
to make the phone ring to engage with people. So the companies are not
48:09
doing a good job in that engagement piece. So you can get their product
48:15
or service in front of a lot of people, but really, how many
48:20
people are are they doing their job? Is the company doing their job to
48:24
capture those people? Right? What are they doing after they watch, you
48:30
know, after they're exposed to their product or service through your show, how
48:36
are they using that opportunity to engage with people? And you know, for
48:40
our summit, we changed we don't have sponsors, we have supporters and it's
48:46
like literally a you know, three month, six month, one year engagement
48:53
with our audience. And it's truly you know, between content creation, between
49:01
our workshops that we have to have like that that company that we that supporter
49:07
that we work with and partner with, they have to be part of that
49:14
whole experience. It's not about you want our mailing list. That's that's not
49:17
how we that that doesn't work, that's not anymore right. It's got to
49:24
go deeper. Yeah, yeah, yeah, it's not a hot link in
49:30
a logo. Yes, we don't think there's there's gotta be people are looking
49:36
for more substance, right, yep, exactly. So you know, I'm
49:43
realizing that that we are actually starting to run out of time, and which
49:52
means I have to go deeper with my questions. Now we got we got
49:55
two minutes. Yeah what what? What kind of world are you really trying
50:00
to create with with with all three of your brands and with your social media
50:06
well with we have five brands, Behavior Diversity creating your next the Human Revolution
50:13
Disruptor Summit. We have our creating your Next Social Justice program that we started
50:19
with with our Veterans and Foster Care. They say I'm a brand, so
50:22
okay I am, and then better job fit. It really does revolve around
50:28
Michael. It revolves around raising the conscious awareness of human beings, around reimagine
50:36
work in life. That's really in each of our brands. It doesn't matter
50:39
whether you go to a Behavior Diversity certification of creating your next workshop, it's
50:46
peeling back the onion layer of your human journey and growth and development. Each
50:52
of these brands really is about that and So that's really what that family ecosystem
51:01
looks like. It's as each of the brands peel back one layer of your
51:07
human journey, and that's what we're really proud to provide to people. Yeah,
51:14
okay, best ways for people to join your movement, so we're so
51:20
excited. Join us on LinkedIn. They can reach out to me directly.
51:24
J Barlow at better job fit dot o org. Join the movement, you
51:32
know, join us on LinkedIn. We have all social except Pinterests, but
51:40
you know you'll be able to get information on our next events and whichever ecosystem,
51:49
whichever brand you feel called to connect with, you can enter the eco
51:53
you know, our family of brands at any point and try the other ones
51:58
out as well. Awesome. So anyway, thank you for joining us today.
52:04
Jan It's been been a lot of fun and we got more work to
52:08
do, don't we. We do. I'm so excited, Michael, thank
52:12
you so much for this opportunity. I just love what you're doing and your
52:15
mission and vision for the world as well, so thank you for including me.
52:22
Glad to have you along for the ride. Also, so thank you
52:24
everybody for listening today, and please do find that subscribe button wherever it is
52:30
on your phone, tablet, or screen and get more interviews like Jan's and
52:37
others right now, streamed right into your home. So we will talk to
52:43
everybody later. Bye bye. Help that shoes? So I don't know,
53:15
so I would call action. So uh what s this? He says,
53:31
A reason to shuttle child shows we can't trust? Wait, so wat you
54:20
ca ye? She goes to start stop stop, but no change st The
55:09
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