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“Teamwork Makes The Dream Work Part 2” · Dos Amigos

0:05
Speaker 1: And we're back with part two. Welcome back to those amigos.
0:09
Speaker 1: I am Wilmer Bodrama. I'm Freddy Rodriguez and uh Freddy,
0:13
Speaker 1: we've been talking about leadership, putting teams together.
0:16
Speaker 2: Yeah, yeah, let's get into it.
0:18
Speaker 1: New middle dose transparency. I think it's number one, y right, Like,
0:24
Speaker 1: there's no secrets here. If we're in the telling story business,
0:28
Speaker 1: you know, like we we need to be very much
0:31
Speaker 1: on the same page at all times. If you disagree
0:34
Speaker 1: with something, it's so important that you do it with kindness,
0:39
Speaker 1: that you do it with with the serenity of welcoming
0:42
Speaker 1: new ideas, and that if you're going to oppose a question,
0:47
Speaker 1: that you should always come with an answer, right, because
0:51
Speaker 1: that's still the thing that like, you know, one thing
0:53
Speaker 1: is be a complainer and saying like, hey, you know
0:57
Speaker 1: it's not good enough or it's not this, or it's
0:58
Speaker 1: not getting there, and the other one is not following
1:02
Speaker 1: those comments with a roadmap to get it to a
1:05
Speaker 1: better place. If you really do have an opinion that
1:08
Speaker 1: something is not working, you know, then what is your
1:13
Speaker 1: thoughts on making it work? Right? So, so like that's
1:18
Speaker 1: that's where I feel like number one when it comes
1:19
Speaker 1: to leadership, it's important to be transparent with your teams,
1:24
Speaker 1: but it's also even more important to listen to to
1:29
Speaker 1: the team's uh, you know, thoughts and struggles with with
1:34
Speaker 1: such create creative endeavors, right, Like you know, you don't
1:38
Speaker 1: have to have all the answers right. And somebody said,
1:40
Speaker 1: it's like the best leaders of the ones who don't micromanage.
1:44
Speaker 3: Right.
1:45
Speaker 1: The best visionaries are the ones who you know, think
1:48
Speaker 1: of a dream, right, they visualize it, and then they
1:52
Speaker 1: divorce that dream and allow the team to own that
1:58
Speaker 1: and then have that team bring that dream to life
2:02
Speaker 1: and sore in other ways that you didn't even expect
2:05
Speaker 1: for that same idea to do.
2:07
Speaker 2: Is that why you.
2:08
Speaker 3: Feel that your company has grown as much as it
2:12
Speaker 3: has and has seen the success that it's seen.
2:17
Speaker 2: Is it?
2:17
Speaker 3: Do you feel that that type of leadership skill has
2:20
Speaker 3: contributed to that aspect?
2:23
Speaker 1: I think I trust and so therefore they trust me, right.
2:27
Speaker 1: I trust my team to do what they're there to do, right,
2:31
Speaker 1: you know, and when there's things that could have been
2:35
Speaker 1: a lot more efficient, or could have been a lot
2:37
Speaker 1: more you know, thoughtful, or things like that, they're very
2:42
Speaker 1: soft quick discussions. We don't have to. Nobody has to
2:45
Speaker 1: feel like, you know, like they got it wrong. Everybody
2:49
Speaker 1: could feel like, great, we try that, let's try this
2:52
Speaker 1: other way, right, So.
2:54
Speaker 2: Transparency, I think it is because they're human.
2:55
Speaker 1: They're human and about the way, we're going to make
2:57
Speaker 1: mistakes and people are gonna so I think I think
3:01
Speaker 1: the biggest thing for me is to trust the people
3:03
Speaker 1: you have in your team to do what they're there
3:06
Speaker 1: to do, you know, because otherwise you just do everyone's job, right, Like,
3:12
Speaker 1: the leader is not there to do everyone's job. The
3:14
Speaker 1: leader is there to facilitate, to delegate with kindness, and
3:20
Speaker 1: to create an environment where they feel safe voicing the
3:23
Speaker 1: good and the bad ideas.
3:25
Speaker 2: Although it may not be intentional.
3:27
Speaker 3: Do you find and I asked this because I've known
3:30
Speaker 3: you so long, right, and do you find that not
3:34
Speaker 3: that you you try to do everybody else's job, but
3:36
Speaker 3: you're so you're so I've seen you be so incredibly
3:41
Speaker 3: focused and on your hustle. Do you find that you
3:45
Speaker 3: have to sometimes go I got I gotta step back,
3:49
Speaker 3: I gotta not I gotta not do that, I gotta
3:52
Speaker 3: not make that call, I gotta not pick those cables. Dude,
3:56
Speaker 3: I've seen you I've seen you wear like five different
3:58
Speaker 3: hats at one time.
4:00
Speaker 2: Man, I'm like, geez, man, this guy is gonna.
4:02
Speaker 1: Well look, I think we all have to be able
4:04
Speaker 1: to wear those hats to eventually not look at that.
4:07
Speaker 2: Smile, man, look at that smile.
4:09
Speaker 4: Yeah, you know, I'm speaking the truth here, you know.
4:12
Speaker 1: Here's the thing. Yeah, and I don't disagree. I think
4:17
Speaker 1: that when you are a creative person and you have
4:25
Speaker 1: the ability to see beyond the idea, when I come
4:29
Speaker 1: up with an idea myself, right, I'm already at like,
4:33
Speaker 1: how is this sitting on the shelves? There's like probably
4:38
Speaker 1: thirty five steps before the shelf, same, right, but I'm
4:42
Speaker 1: already thinking about what the poster looks like before there's
4:45
Speaker 1: even a script, right. And that's that's both a gift
4:51
Speaker 1: and really occurs because there's a lot of steps in
4:57
Speaker 1: between to get it there. But for all those things
5:00
Speaker 1: to get you to that shelf of that poster idea,
5:03
Speaker 1: there is a team who does that better than you. Yeah,
5:07
Speaker 1: you know, and so therefore, but you do have to
5:11
Speaker 1: have eyes on the process, especially when it's something as
5:14
Speaker 1: specific as like a major ip or something like there's
5:17
Speaker 1: certain things you can just stray away from and you
5:19
Speaker 1: know you're there to steer the ship.
5:22
Speaker 2: Yeah, you know, but a.
5:24
Speaker 3: Team is getting it somewhere right, because what you're thinking
5:27
Speaker 3: of is the end go right. You're at point A
5:30
Speaker 3: and you already see Z. And your job as a
5:34
Speaker 3: company owner, as a CEO, is to guide that process
5:37
Speaker 3: from A to Z.
5:38
Speaker 1: Correct correct. Yeah. And and by the way, that's the
5:41
Speaker 1: other thing you do this long enough with individuals, I
5:44
Speaker 1: mean someone like Leo. Leo, how long you've been working
5:47
Speaker 1: We've been working together. So Leo and I have been
5:51
Speaker 1: working together for fourteen years. For fourteen years, he's understood,
5:59
Speaker 1: you know, the you know, the essence the DNA and
6:03
Speaker 1: the mission statement of the company, and he's owned it himself.
6:07
Speaker 1: And now it's his vision now the podcast division which
6:12
Speaker 1: he is the head of, and how he manages his
6:15
Speaker 1: relationship with our partners, our iHeartMedia. You know, it comes
6:19
Speaker 1: from his vision or where he feels this company should
6:22
Speaker 1: go next as a podcast division. And what I can
6:25
Speaker 1: do is I can support him. I can, you know,
6:29
Speaker 1: I can. I can support his ideas. I can give
6:32
Speaker 1: him real feedback, right, but at some point I have
6:37
Speaker 1: to now trust his ideas of how these things you
6:41
Speaker 1: run so most often times or not because we have
6:44
Speaker 1: such a shorthand at this point, he'll come and I
6:47
Speaker 1: will ask him what do you think we should do
6:49
Speaker 1: about that? And he's like, I think we could go here, here,
6:51
Speaker 1: and here, and I go, okay, go. I don't have
6:53
Speaker 1: to have an opinion about that, because I know that
6:55
Speaker 1: he's probably mad every possible scenario before we make that decision.
7:00
Speaker 2: Are you Are you out of point that?
7:02
Speaker 3: Although although let's just say something that Leo brings to you, right,
7:07
Speaker 3: and although you're at point A and you kind of
7:09
Speaker 3: see Z, but Leo has a different opinion as to
7:13
Speaker 3: how to get to Z. Are you at a point
7:15
Speaker 3: where you override your own instinct and allow him to
7:22
Speaker 3: reach Z?
7:23
Speaker 1: Or yes and no? Yes or no? Because if we
7:27
Speaker 1: both see it a little differently, before I even disagree,
7:33
Speaker 1: I would create space for him to tell me what's
7:37
Speaker 1: the outcome, how does it end, you know, and what
7:40
Speaker 1: is it about? Because there may be things in the
7:43
Speaker 1: initial conversation that I didn't pick up on that I
7:46
Speaker 1: needed in order to say, oh, yeah, it's good. Right,
7:48
Speaker 1: So that's like one aspect of it. But if it
7:51
Speaker 1: is in fact a differential of you know of directions.
7:56
Speaker 1: It doesn't come in the form of critique or disagreement.
8:00
Speaker 1: It comes in the form of questions.
8:02
Speaker 3: Right.
8:03
Speaker 1: Right, So you asked the question, right, what do you
8:06
Speaker 1: think the audience is for this?
8:08
Speaker 3: Right?
8:09
Speaker 1: Or you know, what would an episode be?
8:12
Speaker 3: Like?
8:12
Speaker 1: What's the structure of an episode?
8:14
Speaker 3: Right?
8:16
Speaker 1: And the other one is like, what's the theme of
8:18
Speaker 1: the season? You know, if you have to create a
8:21
Speaker 1: theme for the season, what's that theme?
8:23
Speaker 2: Yeah?
8:24
Speaker 1: What are the guests like?
8:26
Speaker 2: Right?
8:27
Speaker 1: When you ask all these questions about a show and
8:29
Speaker 1: somebody has an answer for.
8:31
Speaker 2: Those, yeah, you have to trust them.
8:33
Speaker 3: Yeah, And wouldn't you say there's also an aspect of
8:37
Speaker 3: humility on both sides, right, because you have to have
8:42
Speaker 3: the humility enough to go although like, and I'm speaking
8:47
Speaker 3: for you now, Leo, I would imagine on Leo's end
8:52
Speaker 3: to have the humility enough that if you're asking him
8:54
Speaker 3: a million questions for him not to.
8:57
Speaker 2: Let his ego or go go, why is he asking
9:01
Speaker 2: me questions?
9:03
Speaker 1: I've been so incredibly blessed everyone that has worked and
9:09
Speaker 1: works at WV, you know, and has owned their own
9:12
Speaker 1: perspective departments, because the company now has multiple departments and
9:16
Speaker 1: they're running on their own, right, like the podcast division, right,
9:19
Speaker 1: the podcast division, the alternative division, right, you know, the
9:23
Speaker 1: scripted division, right, the film division.
9:25
Speaker 3: Right.
9:26
Speaker 1: Then then you have you know, the product development side.
9:30
Speaker 1: But then you also have h you know, the management
9:33
Speaker 1: company and and and then the nonprofit stuff.
9:35
Speaker 3: Right.
9:37
Speaker 1: What I'm saying is that, like in order for all
9:39
Speaker 1: of that to run, there has to be a level
9:41
Speaker 1: of trust. You know, that that comes with time, you know.
9:47
Speaker 1: And I and I would say this, like the number
9:49
Speaker 1: one the number one skill that anyone, no matter what
9:55
Speaker 1: career or what job they're going for, to have is foresight.
10:02
Speaker 3: Mm hm.
10:03
Speaker 1: You have to see it before it happens. You have
10:06
Speaker 1: to have an answer before the question happens. Right, And
10:10
Speaker 1: that's one thing everyone in this company does beautifully, right.
10:13
Speaker 1: You know, they know what questions I'm going to ask
10:15
Speaker 1: at some point already, you know, so they checkmate me
10:18
Speaker 1: in ways that like I don't even see coming in.
10:21
Speaker 3: So there's there's ah that's interesting because they've worked with
10:23
Speaker 3: you for so long they have a sense of what
10:26
Speaker 3: you might come.
10:27
Speaker 1: But it's in the culture, right, It's in the culture.
10:29
Speaker 1: And in that trust also kind of evolves into you know,
10:34
Speaker 1: into a mutual respect so it's foresight and respect. You
10:40
Speaker 1: gotta you know, you gotta put on your silk gloves
10:45
Speaker 1: when you are handling storytelling because not one size fits all.
10:50
Speaker 1: And that's okay, right, as long as you're telling the
10:53
Speaker 1: same story together. How you get to the last page
10:58
Speaker 1: that says the end? You know that that is the
11:01
Speaker 1: adventurous exercise that you go with your creative partners, right,
11:06
Speaker 1: like you know, but but the two days like yes
11:09
Speaker 1: and right, and then over time you learn that you
11:14
Speaker 1: what you respect about these individuals goes beyond their creativity,
11:19
Speaker 1: their organizational skills, their their their sense of foresight, you
11:24
Speaker 1: know it. You start realizing that it takes a very
11:28
Speaker 1: balance and beautiful individual to to you know, to do
11:32
Speaker 1: a job like this, love it and the highs and
11:34
Speaker 1: the lows, and you're not not only respecting it to
11:37
Speaker 1: become really good friends, you know. But I think in
11:40
Speaker 1: that process you learn to appreciate the friendship and you know,
11:43
Speaker 1: you spend so much time together that eventually you go, oh, well,
11:47
Speaker 1: you know this is you know, we're going to experience
11:50
Speaker 1: life together too, yeah, you know, and that and that
11:53
Speaker 1: life happens, and you know, I've leaned on Leo and
11:56
Speaker 1: Jessica and you know Todao and I mean everybody in
12:01
Speaker 1: my life. Dude, that's just worked on me for a
12:04
Speaker 1: very long time. But you know, but that could be tricky, right.
12:07
Speaker 5: Yeah, And that brings up a great point, Wilmer, which
12:10
Speaker 5: I want to ask you about. When you work so
12:13
Speaker 5: closely with people and you develop a relationship over what
12:17
Speaker 5: over a decade, right right, you become friends. And I
12:20
Speaker 5: wanted to see and want to ask you all on
12:22
Speaker 5: the on the flip side of that, would you ever
12:25
Speaker 5: hire your friends from back home or friends that you
12:28
Speaker 5: grew up with to be a part of your team
12:30
Speaker 5: because you have the first part of that relationship, right
12:33
Speaker 5: of the closeness and familiarity, but maybe not the professional
12:39
Speaker 5: side of that. So would you because you look at
12:41
Speaker 5: examples like Lebron. You know, Lebron James hired you know,
12:44
Speaker 5: his friends from back home, Rich Paul and Maverick Carter
12:47
Speaker 5: and they're doing big things right now. And so I
12:50
Speaker 5: had that question for you both. Would you ever be
12:52
Speaker 5: open to working with and building a team that consists
12:56
Speaker 5: of close friends from the get go?
13:00
Speaker 3: That's a that's a tough one. That's a tough one.
13:02
Speaker 3: I think I would imagine. Look, I don't I don't
13:05
Speaker 3: know what was behind Lebron's decision making, but I would
13:10
Speaker 3: imagine that he must have seen something in them that said, well,
13:16
Speaker 3: these are not just like my buddies who I hang
13:18
Speaker 3: out with and mess around with.
13:20
Speaker 2: Right, there must have been they must.
13:22
Speaker 3: Have had the aptitude the skill level to achieve the
13:26
Speaker 3: heights that they that they achieved. Right. They were probably
13:30
Speaker 3: not in Corporate America's eyes like the first choice maybe,
13:34
Speaker 3: but he saw something in them that they could that
13:39
Speaker 3: they could get there, and it took someone like Lebron
13:41
Speaker 3: to give them that chance to do it right. So,
13:44
Speaker 3: So to answer that question, would I, I mean, yeah,
13:48
Speaker 3: if I saw those qualities in someone, whether they're my friend,
13:54
Speaker 3: whether they're my kids, whether they're whoever it is, but
13:56
Speaker 3: I need to see specific qualities in the specific goals
14:03
Speaker 3: and motivation and other and other aspects in them for
14:07
Speaker 3: me to go I'm gonna take this chance on you,
14:10
Speaker 3: because there's always that possibility that they don't they don't
14:16
Speaker 3: meet your expectations, right, And if they don't meet your expectations,
14:20
Speaker 3: then what then? It affects your relationship, it affects your friendship,
14:24
Speaker 3: or even if you're hiring family, right, how does that
14:26
Speaker 3: affect It's tricky, It's really tricky.
14:29
Speaker 1: It's very tricky. And I think that that's the that's
14:31
Speaker 1: the right answer. I think that's the best answer. My
14:43
Speaker 1: biggest concern is if you're trying to achieve something, you
14:47
Speaker 1: have to give yourself the best shot, you know. And
14:50
Speaker 1: you know, there's this fantasy of like I'm bringing you know,
14:53
Speaker 1: I'm bringing the crew with me, you know, And I
14:56
Speaker 1: tried it. I tried it the first ten to fifteen
15:00
Speaker 1: years of my career.
15:01
Speaker 2: I tried. But you were you were like a freaking teenager.
15:04
Speaker 1: Exactly why exactly why you were?
15:08
Speaker 3: You were on the biggest show on the planet and
15:10
Speaker 3: you were and it was popular, and I mean I
15:13
Speaker 3: could imagine you must have been.
15:14
Speaker 1: Like I hired some of my friends as my assistance,
15:17
Speaker 1: and uh, what's the craziest thing that ever happened when
15:20
Speaker 1: one of your friends, well you don't have to name
15:22
Speaker 1: the person.
15:23
Speaker 2: No, So.
15:25
Speaker 1: No, all of them I think are stable and doing
15:27
Speaker 1: their own thing now. But I will say, you know,
15:31
Speaker 1: it said, you know form like you know, these assistants
15:35
Speaker 1: giving you, you know, Christmas and birthday presents and use
15:41
Speaker 1: your own credit card.
15:44
Speaker 4: Wait wait wait wait wait wait wait your assistant gave
15:47
Speaker 4: you a birthday Christmas present, but use your credit card
15:52
Speaker 4: pay for it by yes, okay.
15:54
Speaker 1: So I bought my own Christmas presents from my assistant,
15:58
Speaker 1: you know. So like I got this really nice dress
16:01
Speaker 1: shirts with my initials on it, and I was like,
16:03
Speaker 1: this is really thoughtful. I love that. WUV either, I mean,
16:07
Speaker 1: w e V. That's awesome, you know, and these are
16:11
Speaker 1: really cool shirts. And at the time, I was wearing
16:13
Speaker 1: suits all the time. I was like, yeah, this is
16:15
Speaker 1: this is really thoughtful. I like that, you know. And
16:18
Speaker 1: then the statements came, and all of a sudden, I
16:20
Speaker 1: was like, where where are these shirts from? Like I
16:23
Speaker 1: didn't buy this dress shirt?
16:24
Speaker 3: Was there ever a moment in between that where you
16:26
Speaker 3: were like, I know what your salary is, Yeah, how
16:33
Speaker 3: are you affording this shirt on an assistant salary?
16:36
Speaker 1: Yeah? No, I mean like the other instances, like, you know,
16:39
Speaker 1: I'd be away shooting a movie or something, and I
16:41
Speaker 1: had my Austin Martin and the you know, my brand
16:44
Speaker 1: new dB nin and Austin Martin in the in the
16:46
Speaker 1: garage and I came home, yeah, like maybe two months
16:52
Speaker 1: later or something. And then I looked in the garage
16:55
Speaker 1: and there was a dent in the front of the garage,
16:59
Speaker 1: and there was only one car that would fit that description,
17:03
Speaker 1: and it was the US Tomorrow that was Parker.
17:05
Speaker 2: Crossed from that dead no Man.
17:07
Speaker 1: And I found out they never told me that they
17:10
Speaker 1: move the US Tomorrow or they was taken out or
17:13
Speaker 1: whatever the hell they drove your car away into the
17:16
Speaker 1: no but that they were driving your car. I mean, look,
17:19
Speaker 1: I I'm gonna I'm gonna not rehash that memory and
17:24
Speaker 1: try to be shared like homes over here and try
17:26
Speaker 1: to find out if they actually went on joy rides.
17:27
Speaker 1: I'm gonna assume not. Maybe they were moving the car
17:31
Speaker 1: by accident they hit it against the thing, but it
17:33
Speaker 1: was like a major dan to in the garage from
17:36
Speaker 1: and didn't say anything, and then nobody said anything about it.
17:38
Speaker 1: They're like, oh, nothing happened to the cars, So I
17:40
Speaker 1: think we're good, you know. So it's like stuff like that.
17:43
Speaker 3: You're like, come on, man, But then you have people
17:46
Speaker 3: like like Todaw, who I see you still in your
17:50
Speaker 3: enterve my life forever and as far as I've known you,
17:53
Speaker 3: Todaw has always been there.
17:55
Speaker 1: Yes, Todaw, just to describe Todaw for everybody who's listening
17:58
Speaker 1: or watching, Todao is a beautiful uh samoan of culture
18:06
Speaker 1: man who has been my brother us. He has stood
18:10
Speaker 1: by my side. It was my protector, you know. He
18:15
Speaker 1: was my security for you twenty plus years. He has
18:19
Speaker 1: his own product, he has his own security company now
18:23
Speaker 1: where he deployed.
18:24
Speaker 3: You know.
18:28
Speaker 1: So he's doing really really good, and I'm incredibly proud
18:31
Speaker 1: of him. He's got a beautiful family with Nicole and baby.
18:34
Speaker 1: But but yeah, but Todaw was one of those guys
18:37
Speaker 1: who tolerated very zero I mean like zero shenanigans around
18:43
Speaker 1: my life. You know, if you were out here for
18:46
Speaker 1: reasons that were not like minded, you were you were
18:49
Speaker 1: not allowed to be around. And he really protected me
18:52
Speaker 1: in so many ways. So in that aspect, you know,
18:55
Speaker 1: we we were on the road all the time. You know,
18:57
Speaker 1: you talk about ego zero go. If something had to
19:01
Speaker 1: be done, he would just be the first one to
19:03
Speaker 1: show up. He never I never had to ask him
19:05
Speaker 1: for a favor because he was already seeing it before
19:07
Speaker 1: it happened, you know, and.
19:09
Speaker 3: So not taking advantage of your kindness. No, he always
19:13
Speaker 3: a sense of respect.
19:14
Speaker 2: He was the way.
19:14
Speaker 1: He showed up for absolutely everything, all of it.
19:18
Speaker 3: But you know what I'm saying, like like because he could,
19:19
Speaker 3: Like you know, sometimes you hire people and they get
19:22
Speaker 3: really comfortable because they know you're cool, and then the
19:24
Speaker 3: respect you.
19:25
Speaker 1: Don't know, I like, I don't know how to ask
19:27
Speaker 1: for help. I'll just be very open here. I don't
19:31
Speaker 1: know how to ask for help, right and and therefore
19:36
Speaker 1: having real foresight is something I reward in our company
19:40
Speaker 1: because I sometimes would just do it myself right, Like
19:45
Speaker 1: it's it's it's a tough thing. I mean, it's just
19:46
Speaker 1: always you know, I'd rather show up for people. I
19:50
Speaker 1: never asked anyone to show up for me, and I've
19:53
Speaker 1: had to learn over the years to kind of really
19:55
Speaker 1: lean on the people that I know soulfully really want
19:58
Speaker 1: to be there, you know, and that he brings them
20:00
Speaker 1: joy to show up for me. Yeah, you know, like
20:04
Speaker 1: silly things like uh you know, like a like a
20:07
Speaker 1: birthday party for Nicano like these are you know, my
20:11
Speaker 1: friends are the heads of the departments WV Entertainment, and
20:15
Speaker 1: and they're showing up and blowing up balloons and like
20:18
Speaker 1: you know, talking to the princess to go through the
20:20
Speaker 1: back to surprise or or bring in the cake, and
20:22
Speaker 1: it's like it's like a real friendship, you know, where.
20:24
Speaker 2: They could have been like, that's not my job.
20:26
Speaker 1: Yeah exactly. Yeah, so I don't do that, you know,
20:29
Speaker 1: but as soon as they're gonna be and it's because
20:31
Speaker 1: I also don't. I don't go around to celebrate myself
20:35
Speaker 1: often or you know that, it just doesn't happen. But
20:38
Speaker 1: as soon as they forced me to do it, and
20:40
Speaker 1: I love it, you know what I mean, then I'm like,
20:41
Speaker 1: I'm all about it, right, But they just they really
20:46
Speaker 1: support me, and uh so, you know, so it's a
20:49
Speaker 1: pleasure to show up for for them. You know, what
20:53
Speaker 1: about you? Do you do you have a pressure? Like
20:56
Speaker 1: do you do you know how to ask for help?
20:57
Speaker 1: Do you know how to make that phone call?
21:00
Speaker 3: And that's a really good question. I think that because
21:03
Speaker 3: of how we grew up, it's tough.
21:05
Speaker 2: As do it yourself.
21:06
Speaker 3: Yeah, man, yeah, I'm a very much do it myself,
21:10
Speaker 3: wear all five hats type of personal and and sometimes
21:17
Speaker 3: that's tough because there are I have a wonderful team
21:20
Speaker 3: behind me that I should be delegating them more of
21:25
Speaker 3: that too, that I often find myself fighting the urge to.
21:30
Speaker 2: To do it.
21:31
Speaker 3: Not not to say that I want to do anybody's
21:33
Speaker 3: job by by no means, but it's just it's like
21:35
Speaker 3: what you said at the beginning of this conversation, right
21:38
Speaker 3: like you're at point A.
21:39
Speaker 2: You already see z.
21:41
Speaker 3: And I and I want and I want to put
21:43
Speaker 3: it in fifth gear to go to z uh. And
21:46
Speaker 3: people have their own pace, people have their own strategies
21:50
Speaker 3: as to how they reach z uh and and sometimes
21:54
Speaker 3: I have to just sort of sit back and allow
21:56
Speaker 3: people their process to help me reach c you know.
21:59
Speaker 3: But I have a wonderful team behind me. As a
22:02
Speaker 3: matter of fact, I think you and I share uh.
22:05
Speaker 3: Woman and I have both been at this agency called
22:07
Speaker 3: UTA United Talent Agency for god knows.
22:10
Speaker 2: How long, a long long time.
22:13
Speaker 1: We've been lifers.
22:14
Speaker 2: Lifers.
22:14
Speaker 3: Man.
22:15
Speaker 2: I go there and I'm like, I'm like office furniture here.
22:17
Speaker 2: I've been heres.
22:20
Speaker 1: And we also share some of the same agents too.
22:22
Speaker 2: That's right. Shout out to Nancy Gate.
22:24
Speaker 1: Nancy Gate. She's another one of my guardian angels, you know.
22:27
Speaker 1: And she's protected protected me and and guided me and
22:32
Speaker 1: advised me. And she's been my big sister for a
22:34
Speaker 1: long time.
22:34
Speaker 2: She's she's something a lot of love for a lot
22:37
Speaker 2: of respect for Nancy. She kicks.
22:39
Speaker 1: But but so it's hard to ask for help, right,
22:42
Speaker 1: And therefore, when you put together a team, you have
22:47
Speaker 1: to have individuals whose humility is is part of the
22:53
Speaker 1: virtual how they run their life, you know, having a
22:56
Speaker 1: sense of foresight and in creating a past. Think that
23:00
Speaker 1: assists is the common goal?
23:02
Speaker 3: Right?
23:02
Speaker 1: Like that? That that feels like it feels like a
23:05
Speaker 1: lot of virtuals, you know.
23:06
Speaker 3: You ever you ever had to let somebody go as
23:08
Speaker 3: part of your team because they didn't possess the same
23:12
Speaker 3: qualities that you see in yourself as a CEO or
23:17
Speaker 3: that you felt And here's the let me preface it
23:20
Speaker 3: before you ask it. Sometimes I feel like someone's revenue. Right,
23:25
Speaker 3: they're out on the town, and they're a representation of you, right,
23:29
Speaker 3: and so they're if they're what's the correct terminology here?
23:35
Speaker 3: I don't want to say value system because I don't
23:37
Speaker 3: want to sound like a for sure, you know, but
23:39
Speaker 3: like I mean, I would say, if they don't emulate
23:43
Speaker 3: what you represent as a person, do you ever find
23:45
Speaker 3: that to be a problem?
23:46
Speaker 2: Do you ever?
23:47
Speaker 3: Do you ever? Well?
23:48
Speaker 1: Look, here's the thing, Uh, when you ever had a company.
23:51
Speaker 1: For this loan, we're going in almost two decades of
23:55
Speaker 1: a company, right. You know, individuals are going to grow
24:00
Speaker 1: and some some are going to find different paths and
24:02
Speaker 1: some are going to find different passions, you know, and
24:05
Speaker 1: that really always happens, you know, it's you some some
24:08
Speaker 1: people also say I want to trust something different, you know.
24:11
Speaker 1: So for those moments, you're kind of like, you know
24:13
Speaker 1: absolutely and you always kind of know, you know, when
24:17
Speaker 1: someone's either in it or not, you know, and for
24:21
Speaker 1: those moments, you have to just create a space for
24:23
Speaker 1: that to to you know, to be voiced and and
24:29
Speaker 1: you know, and then there's also other times where you
24:31
Speaker 1: have to kind of find a way to to say okay,
24:33
Speaker 1: like these are tough goals, you know, but it's just
24:37
Speaker 1: it's a business, right and everyone has to you know,
24:41
Speaker 1: kind of show up and do their best, you know,
24:43
Speaker 1: And and it's it's a very tough cut through environment.
24:46
Speaker 1: And you know, funding for companies also are very hard
24:49
Speaker 1: to find too, you know. So there's all the factors
24:51
Speaker 1: that come into that. But the truth is, you know,
24:56
Speaker 1: when I look at you know, the you know, the
25:00
Speaker 1: individuals and the amazing people that have come through our company.
25:04
Speaker 1: You know, through all the last twenty years, whether they're
25:06
Speaker 1: executives or assistants, you know, they always go off to
25:10
Speaker 1: do amazing stuff, you know, and and and there's always
25:13
Speaker 1: a way for them to full circle come around. You know,
25:16
Speaker 1: We've had multiple executives or assistants that come full circle
25:20
Speaker 1: and they're now a producer, they're now a director, or
25:22
Speaker 1: they're now whatever, and they're like, hey, I have an idea.
25:24
Speaker 1: We're like, bring it in, you know. So we've always
25:27
Speaker 1: had an open door policy too, you know, for those
25:31
Speaker 1: to return and continue to cultivate the relationship. But you know,
25:34
Speaker 1: we've been pretty fortunate that, you know, so you can see, know,
25:38
Speaker 1: rarely nobody, nobody leaves nobody, you know.
25:42
Speaker 3: It's like, yeah, yeah, I always tell people like, you know,
25:46
Speaker 3: you know, assistants at agencies or management companies or wherever.
25:50
Speaker 3: They're like like, they're not there to be like an
25:52
Speaker 3: assistant their whole life, man, right, you know, They're there
25:55
Speaker 3: to like eventually become an executive themselves and the total
26:00
Speaker 3: So treat them right, right, Yeah, Now, this has been
26:12
Speaker 3: a really interesting conversation, and I think that it applies
26:16
Speaker 3: to everyone. Right. It doesn't matter if you're in our
26:19
Speaker 3: industry or whatever industry you're in, your support system is
26:23
Speaker 3: incredibly important. Whether it's the people who work with you,
26:27
Speaker 3: whether it's your parents, your siblings, your friends. Your support
26:33
Speaker 3: system sometimes dictates the direction and your career and in
26:37
Speaker 3: your life. And sometimes people persevere past them not having that.
26:42
Speaker 3: But the majority of the time, it's always good to
26:44
Speaker 3: have a good inner circle.
26:46
Speaker 1: I mean when you say I do, and to double
26:48
Speaker 1: down on that, I think is even more critical to remember,
26:53
Speaker 1: Like what we always say here on the show, it's
26:55
Speaker 1: supposed to be fun. You know, you want to create
26:57
Speaker 1: an environment where people feel respected, and then you only
27:01
Speaker 1: talk to people with the same respect they give you.
27:04
Speaker 1: You know, I always think it's important that, you know,
27:10
Speaker 1: to preserve the harmony, you have to remember what you
27:13
Speaker 1: love and respect about that person before you even use words.
27:17
Speaker 1: That goes a long way, right, because that kind of
27:19
Speaker 1: respect turns into an effortless confidence that makes everyone better
27:24
Speaker 1: around a safety that makes them, you know, thrive and
27:29
Speaker 1: sword with, you know, with the tools they need to
27:32
Speaker 1: continue to grow. Right, So absolutely I would say that,
27:36
Speaker 1: and and I would also say that, you know, if
27:39
Speaker 1: you're going to hire your friends and you all want
27:42
Speaker 1: to come up together, you know. I don't know. There
27:44
Speaker 1: was some director that said something about, like, you know,
27:48
Speaker 1: networking was not like the worst advice he was giving
27:53
Speaker 1: was a network.
27:54
Speaker 2: Oh yeah, the guy from Moonlighting. Yeah yeah, name Barry Jingers.
27:59
Speaker 1: Yeah, yeah, you know I had I had thoughts about that. Yeah,
28:03
Speaker 1: I had thoughts about that. You know, I had thoughts
28:06
Speaker 1: about that because in order for you to you know,
28:13
Speaker 1: find greatness, you have to be exposed to enough individuals
28:19
Speaker 1: that had done it before. You know, you have to
28:22
Speaker 1: understand this is a very complicated industry and at one
28:26
Speaker 1: size doesn't fit off of this kind of stuff, you know.
28:30
Speaker 1: So I would say that networking with the like minded
28:32
Speaker 1: is what makes you better.
28:33
Speaker 2: You know.
28:34
Speaker 1: Surrounding yourself with individuals that you know that are in
28:37
Speaker 1: search of the same thing, you know, also makes you
28:40
Speaker 1: better and makes that shot even more realistic. So to me,
28:46
Speaker 1: I mean, like, look at this. You and I probably
28:48
Speaker 1: met in one of these network convenience right. We were
28:49
Speaker 1: at in a word show. We're on something. We're like,
28:51
Speaker 1: hey man, hey man, you're doing it. Yeah, I'm doing
28:53
Speaker 1: it too, cool, high five. We should be doing this together.
28:57
Speaker 1: You know. That's kind of how it happens in our industry,
29:00
Speaker 1: you know, but I you know, I would also say
29:03
Speaker 1: that you know that the biggest the biggest factor here
29:08
Speaker 1: is leadward kindness create a space for people to grow. Yeah,
29:12
Speaker 1: because it benefits the big picture. Right, that's kind of
29:15
Speaker 1: what you want, you know you want. But what about
29:17
Speaker 1: what about you, Aaron?
29:18
Speaker 5: What do you think when it comes to building a
29:22
Speaker 5: team and networking? And yeah, I think like I read
29:27
Speaker 5: this book years ago called the Five Dysfunctions of a Team,
29:31
Speaker 5: and I can tell them real quick, and it's by
29:34
Speaker 5: this author, Patrick NINCIONI you talked about when building a team,
29:39
Speaker 5: we often neglect these aspects and they are like five
29:43
Speaker 5: glaring aspects of a dysfunctional team. And so one is
29:46
Speaker 5: the absence of trust, Two is the fear of conflict,
29:51
Speaker 5: Three is a lack of commitment, four is the avoidance
29:54
Speaker 5: of accountability, and then five is the inattention to results well.
30:00
Speaker 5: And so when I was a part of The Daily
30:02
Speaker 5: Show a few years back, we got this book to
30:05
Speaker 5: read and power through it through it and I asked myself, like,
30:08
Speaker 5: what was the one that I was afraid of the
30:10
Speaker 5: most of those dysfunctions, And it really was the fear
30:14
Speaker 5: of conflict.
30:15
Speaker 1: You know.
30:16
Speaker 5: And so we were talking about being direct, and you know,
30:18
Speaker 5: I'm a you know, EmPATH, radical impath. I want everybody
30:21
Speaker 5: to be happy. I want to cooon. My dad calls
30:23
Speaker 5: me mister Kumbaya, and so that's my biggest thing. I
30:28
Speaker 5: want everyone to be cool. And sometimes it is in
30:31
Speaker 5: conflict that we find the results. And sometimes conflict is
30:34
Speaker 5: a misnomer. People think, oh, you know, forget you and
30:37
Speaker 5: forget you. Then it doesn't have to be with like that, right,
30:41
Speaker 5: there can just be these moments of true directness. And then, Wilmar,
30:45
Speaker 5: I love what you said, just moving forward. We don't
30:47
Speaker 5: have to sit in it. We can just move forward
30:49
Speaker 5: and learn from it. We can learn from it. And
30:51
Speaker 5: then because we're all results driven, right, and so for
30:54
Speaker 5: really about the end result, we can get over ourselves,
30:57
Speaker 5: get over our egos, and then move forward and find
31:00
Speaker 5: the best solution for the project at head. So yeah,
31:04
Speaker 5: I think that that's my biggest thing, just holding onto
31:06
Speaker 5: those five dysfunctions. And whenever I'm entering the situation or
31:09
Speaker 5: collaborating with others like I might myself direct and produce
31:13
Speaker 5: and write as well, I'm always looking out for that,
31:17
Speaker 5: not only within the group, but within myself, right, And
31:20
Speaker 5: so whenever I'm encountering a challenge like, Okay, what am
31:23
Speaker 5: I exercising right here? Is it a fear of conflict?
31:26
Speaker 5: Is it a lack of commitment? Is it an attentiveness
31:29
Speaker 5: to the result? And usually from within those five dysfunctions,
31:32
Speaker 5: I have an opportunity to nip the problem in the
31:35
Speaker 5: bud and get back to what we're all here to do,
31:38
Speaker 5: which is to make it happen.
31:41
Speaker 3: That was you said that they gave you that book.
31:46
Speaker 3: Was that part of their leadership style at that show
31:50
Speaker 3: to give that book to all of their employees so
31:52
Speaker 3: that there's a cohesiveness in terms of how you all
31:56
Speaker 3: are thinking at the show.
31:57
Speaker 1: Yeah, so it was very interesting.
31:59
Speaker 5: While at that job, it was also a collaboration with
32:02
Speaker 5: Paramount Audio, and so their audio division assigned that reading
32:07
Speaker 5: task to us because they were, you know, trying to
32:10
Speaker 5: get better. You know that they had a very corporate
32:12
Speaker 5: side of seeing things, but they were trying to also
32:15
Speaker 5: think outside the box. And so in the daily shows
32:19
Speaker 5: kind of like running Gun, you know, we're doing this,
32:20
Speaker 5: we're doing that, And so it was a good opportunity
32:22
Speaker 5: to reflect and evaluate and it was all in the
32:25
Speaker 5: hopes of yeah, just fine tuning some issues and some
32:28
Speaker 5: challenges that we observed, and it stuck with me the
32:32
Speaker 5: entire time. So when we were talking about Team today,
32:34
Speaker 5: I was like, oh, this is a great book that
32:36
Speaker 5: I read that kind of helped me get out of
32:39
Speaker 5: my own sort of. I don't know if it was
32:42
Speaker 5: malaise or just like the worst part you can be
32:46
Speaker 5: in our lives are in this industry or this job
32:48
Speaker 5: is figuring. It's thinking that you have it all figured
32:51
Speaker 5: out all you constantly want to evolve and get better
32:55
Speaker 5: and fine tune things. And so that really helped me
32:59
Speaker 5: get on a page where I was like, Okay, I'm
33:01
Speaker 5: always going to be looking at these things. So whenever
33:04
Speaker 5: we have a problem fit flair up, I can be like, oh,
33:08
Speaker 5: we're not thinking about the end result in mind. Oh
33:12
Speaker 5: so and SO doesn't want to be direct with so
33:13
Speaker 5: and so because they're scared about how they may come off.
33:16
Speaker 3: Yeah.
33:16
Speaker 1: The fear, right, fear is such a it's such a
33:19
Speaker 1: person absolute fear of moving forward, feared of voicing your thoughts.
33:25
Speaker 1: I mean, it's it's but also like when you fear
33:29
Speaker 1: your job or losing your job or the.
33:33
Speaker 2: Or your boss or your fear.
33:35
Speaker 1: Yeah, yeah, I mean not even like fearing an individual.
33:39
Speaker 1: I mean I'm talking about fearing the the energy.
33:42
Speaker 2: Of your job.
33:43
Speaker 1: Feeling like there's an expiration date to your job somehow
33:46
Speaker 1: creates this mirage of pressure that somehow it's gonna go away,
33:51
Speaker 1: it's gonna go away, it's gonna go away. And therefore
33:53
Speaker 1: you're only focusing about preservation as opposed to progression. And
33:57
Speaker 1: then therefore, guess what happens. You know, somebody is gonna
34:01
Speaker 1: take a note that all you're doing is trying not
34:03
Speaker 1: to lose your job. And when that comes across and
34:08
Speaker 1: you lose the creativity or the innovation of driving with vision,
34:12
Speaker 1: guess what happens? Like you're no longer, You're no longer
34:16
Speaker 1: a team member, right, You're not onlyer, you're no longer
34:19
Speaker 1: a leader because you're just only trying to preserve your
34:21
Speaker 1: job the detriment of the team's efforts. Right. So it's
34:26
Speaker 1: so a lot of that stuff is plays a major factor.
34:30
Speaker 1: And but yeah, I mean that's that's thank you for
34:32
Speaker 1: sharing all those things. We have a lot of stuff
34:34
Speaker 1: to reflect on that, and you know, I hope everyone
34:37
Speaker 1: you know walks away with some little you know, notions,
34:41
Speaker 1: a little yeah, yeah, A couple of little diamonds of
34:44
Speaker 1: of thoughts here putting a team. It's not simple, but
34:50
Speaker 1: I guess that the most the most primitive essence, find
34:56
Speaker 1: individuals that are doing it like you're doing it, or
34:59
Speaker 1: they share the same and values of how to get there,
35:02
Speaker 1: and if they don't, you know, learn from those who
35:04
Speaker 1: may have other ways, you know. I think that's that's
35:07
Speaker 1: the idea. And uh and leadership, I think. But but Freddie,
35:11
Speaker 1: thank you so much for those thoughts. Really cool, bro,
35:14
Speaker 1: Thank you. Wimer, same to you, man. Yes, this is
35:17
Speaker 1: dos Amigos and uh, tell a friend.
35:20
Speaker 2: Tell a Friend.
35:25
Speaker 3: Dos Amigos is a production from WV Sound and iHeartMedia's
35:29
Speaker 3: Michael through That podcast Network, hosted by Me, Freddie Rodriguez,
35:33
Speaker 3: and Wilmer Valdorama.
35:34
Speaker 1: Dose Amigos is produced by Aaron Burlson and Sophie Spencer Zabos.
35:39
Speaker 3: Our executive producers are Wilmer of Aaldorama, Freddie Rodriguez, Aaron Burlson,
35:44
Speaker 3: and Leo Clem at WV Sound.
35:46
Speaker 1: This episode was shot and edited it by Ryan Posts
35:48
Speaker 1: and mixed by Sean Tracy and features original music by
35:51
Speaker 1: Madison Devenport and Halo Boy.
35:53
Speaker 3: Our cover art photography is by David Avalos and design
35:57
Speaker 3: by Deny Holtzclaw.
35:58
Speaker 1: And thank you for being in her third Amigo today.
36:01
Speaker 1: I appreciate you guys always listening to those amos.
36:03
Speaker 3: For more podcasts from my Heart, visit to your heart
36:05
Speaker 3: radio app, Apple podcast, or wherever you listen to your
36:08
Speaker 3: favorite shows.
36:09
Speaker 1: See you next week.