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Innovative Leadership: A Conversation with Arnold Beekes · Unstoppable Success Podcast

• 0:59
  SPEAKER_00: Hello, everybody, and welcome to another amazing episode of the Unstoppable Leadership Spotlight podcast.
• 1:05
  SPEAKER_00: I am your host, Jenclin Stromminger.
• 1:07
  SPEAKER_00: And on this podcast, we hear from amazing leaders and their game-changing insights on how we can make better leaders.
• 1:15
  SPEAKER_00: Leadership drives the companies that drives the people.
• 1:20
  SPEAKER_00: And if we can have happier people, we could end up with a happier world.
• 1:24
  SPEAKER_00: So today I want to welcome my amazing guest, Arnold Bacas.
• 1:30
  SPEAKER_00: And let me just give you a little bit about background on him and we'll dive into his amazing work that he's doing.
• 1:38
  SPEAKER_00: But he is a pioneer, he is pioneering work in innovation as a few as well, sorry, let me repeat that.
• 1:45
  SPEAKER_00: His pioneering work in innovation is a fusion between service design, learning, sports, technology, and psychology.
• 1:53
  SPEAKER_00: He has extensive global innovation experience as a corporate executive, as a consultant, as a and as a startup founder.
• 2:01
  SPEAKER_00: And he has designed and implement, implemented new products and services and business models and technology and strategies.
• 2:08
  SPEAKER_00: And he has an amazing new company called Brain Gym Fitness, where we get to get to be a little bit smarter and be better leaders.
• 2:20
  SPEAKER_00: And one of the other key things that we talked about beforehand is getting rid of the fear in companies because fear is limiting.
• 2:31
  SPEAKER_00: So Arnold, welcome to the podcast.
• 2:35
  SPEAKER_01: Thank you, Jacqueline.
• 2:36
  SPEAKER_01: Happy to be here.
• 2:37
  SPEAKER_00: Yeah, so so I so we were talking beforehand.
• 2:41
  SPEAKER_00: You uh right now are in Romania.
• 2:43
  SPEAKER_00: We've talked a little bit about the world, but tell uh tell us a little bit about how you got to brain gym fitness.
• 2:54
  SPEAKER_01: Yeah, I call it brain fitness.
• 2:56
  SPEAKER_01: My website is called braingym.fitness.
• 2:59
  SPEAKER_01: Yeah, um, but it's like people know what body fitness is, and to keep your body well functioning well, or even if you're an elite sportsman, uh yeah, you you want to improve your body, you want to make it at a perform at a higher level, but something related to brain fitness doesn't exist.
• 3:21
  SPEAKER_01: So there is the preventive part because just like with your body, you need to keep it moving, otherwise, when you're becoming uh older age, a lot of things stop functioning, or well, at least in a very limited way.
• 3:38
  SPEAKER_01: The same is absolutely true for your brain.
• 3:41
  SPEAKER_01: If you if you do nothing, it will decline.
• 3:45
  SPEAKER_01: Yeah, and that's why a lot of people are currently having problems with dementia, Parkinson, uh, Alzheimer's type type of problems.
• 3:57
  SPEAKER_01: Um that is kind of a preventive point of view, so that is what what I tackle, but mainly the thing is like optimizing people's brain and upgrading people's brain, because I'm I'm 200% convinced that many, many people have much potential which they are not using.
• 4:22
  SPEAKER_01: And if you do brain fitness, you know, you can unlock your potential.
• 4:26
  SPEAKER_01: That's where I help people with.
• 4:30
  SPEAKER_00: So we are obviously not talking about um games on our phone.
• 4:37
  SPEAKER_01: No.
• 4:38
  SPEAKER_00: So when you so talk to us a little bit about and share, like what are some of the things that you that that help people with preventative like on the preventative side to have you know to keep their brains moving.
• 4:56
  SPEAKER_01: Well, the the main thing is is that you work on something which has purpose, which has complexity, and which is challenging for you.
• 5:09
  SPEAKER_00: And so when you when you were thinking about this, like because it's it's because we were talking a little bit too, you know, about having purpose and complexity, how do you relate that back to you know, companies and leadership?
• 5:20
  SPEAKER_00: Because, you know, as you shared you know, before we before the show started, we were talking about um treating people like people, and you've done that in a corporation.
• 5:29
  SPEAKER_00: So, how does that relate?
• 5:33
  SPEAKER_01: Well, what I found out is that a lot of companies have their own mission, vision, purpose.
• 5:42
  SPEAKER_01: They have a statement, sometimes they put it in a nice frame on the wall.
• 5:48
  SPEAKER_01: And in a lot of cases, that's about it.
• 5:51
  SPEAKER_01: There's not much happening with it, but it's like, yeah, if you ask, yeah, we have it.
• 5:55
  SPEAKER_01: Uh what was it already?
• 5:56
  SPEAKER_01: Uh oh, yeah, this is this.
• 5:59
  SPEAKER_01: So it's it's not a living thing, yeah.
• 6:03
  SPEAKER_01: But what I what I found out when I I got myself out of the corporate world and into entrepreneurship is like, hey, it's interesting, companies have a purpose statement, whatever, but I don't.
• 6:19
  SPEAKER_01: Because in in a corporation, that's not asked of you.
• 6:23
  SPEAKER_01: It's just ask is is like you obey and you do exactly what we tell you to do, but who you are, what you want in life, what you love, where you're good at, we don't care, we hired you to do this job, and that's it.
• 6:40
  SPEAKER_00: It's so important to find out so when you know what the individual's purpose is.
• 6:47
  SPEAKER_00: So, how did you incorporate that into when you when you know incorporate that into what you were doing, and how did you take that into the entrepreneurial space?
• 6:57
  SPEAKER_01: Well, it it where I came up, I because people have many definitions of purpose and mission and strategy, whatever uh to make it extra confusing, I create I used a word which is not used so much, and I call it my quest.
• 7:15
  SPEAKER_00: Ooh, that is a word that's not used very often.
• 7:19
  SPEAKER_01: Yeah, uh I and if it's not that I create words because then people pay attention.
• 7:25
  SPEAKER_01: So yeah, and and and my quest is how the invisible drives the visible.
• 7:34
  SPEAKER_01: And what I found out while well throughout my life, but especially in business, is that it's not the things which are visible, is like the words, your actions, what you do.
• 7:47
  SPEAKER_01: It's we qualify by people like what they say, what they do, and then we think it's that.
• 7:53
  SPEAKER_01: But in a lot of cases, what they do and say is not who they are, and it's it's not what they mean, it's it's just to play the game.
• 8:05
  SPEAKER_01: So it's like an iceberg, you're the top of the iceberg or the part of the iceberg which is above the water, that's what you see, but nine-tenths of the iceberg is below the water, and the wind and and and the current that drives the direction, and you think what you say and do drives the direction.
• 8:23
  SPEAKER_01: Well, forget about it, it's the invisible part which drives everything, and that is true with people.
• 8:29
  SPEAKER_01: Let me give you an example.
• 8:32
  SPEAKER_01: When I worked for KLM Royal Dutch Airlines, I I came out directly out of well, yeah, I worked at the IT department of KLM, but I came out of a IT company, Digital Equipment Corporation for the US people you understand.
• 8:50
  SPEAKER_01: And I and and there was at some point in time an organizational change.
• 8:58
  SPEAKER_01: Well, while I was in the American company with every quarter uh an organizational change, so that for me that that was nothing new.
• 9:07
  SPEAKER_01: But for these guys, what are we going to change?
• 9:11
  SPEAKER_01: It's like it's like like five years ago we had a change.
• 9:15
  SPEAKER_01: So like I said, are you are you kidding me?
• 9:18
  SPEAKER_01: Yeah, so it it like, no, we're not kidding, it's five years ago, and I'm like, huh?
• 9:26
  SPEAKER_01: So anyway, we went ahead with that with that change, and then I asked some people, I I I managed then 800 people, and I I asked some people, hey, are you ready for the change?
• 9:39
  SPEAKER_01: Did you prepare?
• 9:40
  SPEAKER_01: Do you know what to do?
• 9:41
  SPEAKER_01: Whatever.
• 9:42
  SPEAKER_01: And then one guy, he was a middle manager, and he was he is very honest, and he said, Yes, of course, everything is ready.
• 9:49
  SPEAKER_01: I I know what to do, whatever.
• 9:51
  SPEAKER_01: I changed the name of my department, and I said, and he said, I keep on doing what I've been doing for 25 years, and that's it.
• 10:05
  SPEAKER_01: So I'm not making this up, and and he was not not trying to be funny or whatever, it was just like I changed the name of my department and I say yes, yes, and I just keep on doing whatever.
• 10:17
  SPEAKER_01: That is what I call the iceberg, is like your words are saying something else than what's going on inside of you, right?
• 10:26
  SPEAKER_00: Right, that's so true, and so I'm curious.
• 10:30
  SPEAKER_00: So, what transpired with that?
• 10:32
  SPEAKER_00: I mean, like, did he keep doing what he was doing, and how did the change go?
• 10:35
  SPEAKER_01: Like, well, what he didn't know is that uh lost his job.
• 10:40
  SPEAKER_01: Yeah, well, I I obviously challenged him to to adapt and and to change and to do these things, yeah.
• 10:46
  SPEAKER_01: Um, which was not happening because it well, it was then, but I believe it still is a extremely hierarchical environment, meaning that he wouldn't like I like I said, I managed 800 people.
• 11:01
  SPEAKER_01: So I I got a management team, and below that there was a management team, and there were team leaders, and and then came those guys, and normally they would never talk directly to a person of my level, so they were not used that I I would I I always reverse things and I would talk people on the on the work floor, yeah.
• 11:25
  SPEAKER_01: And that's because that's where it's happening, and when you talk there, you know what's going on and what's happening, but nobody did it.
• 11:33
  SPEAKER_01: So he didn't really understood what my position was, but yes, but it's like no, we never talk to those guys, we never see them, yeah.
• 11:45
  SPEAKER_00: But it's so important, right?
• 11:46
  SPEAKER_00: It's so important that the upper management sees the people that are doing the work.
• 11:51
  SPEAKER_00: I mean, we talk, I mean, you hear all those amazing stories of CEOs who walk the corridors of the people that are doing the work so they get out of their golden dome, so to speak, and and get to know the people.
• 12:04
  SPEAKER_00: And it does when they get to know the people in your fold, it elevates everybody up because they're like, Oh, I I I I met Arnold, and and Arnold is this, right?
• 12:15
  SPEAKER_00: And it totally elevates people up.
• 12:19
  SPEAKER_01: Yeah, and then it's like like I said, everybody has potential, everybody has ideas how to improve things, everybody has ideas, what's not working, and if you ask them, but how would you do it?
• 12:33
  SPEAKER_01: They give you four, five, six, seven ideas how to improve it.
• 12:37
  SPEAKER_01: And if you implement those ideas, you have no problem at all with any change initiative or whatever, because people say, Yeah, of course, we should have done this 10 years ago.
• 12:47
  SPEAKER_00: Right, right.
• 12:50
  SPEAKER_00: So, so Arnold, talk a little bit about because you know, you you you share this, and then it's it's about what you're talking about right now, too.
• 12:59
  SPEAKER_00: But how does brain you know, how does the the brain fitness or brain gym relate back to helping companies look at people as people and getting their potential, pulling their potential out?
• 13:15
  SPEAKER_01: Well, what people are do uh are doing in management practices, in leadership practices, it's what they're taught, and most of the stuff is being copied.
• 13:27
  SPEAKER_01: So everything they're doing is the same as five years ago, ten years ago, 30 years ago, it's exactly the same.
• 13:34
  SPEAKER_01: Yeah, I've been for 25 years out of the corporate world, I can start tomorrow, and nothing has changed.
• 13:39
  SPEAKER_01: See, so it it's always the same approach, but the approach is fear-based.
• 13:44
  SPEAKER_01: The approach is is like, how can we control you?
• 13:50
  SPEAKER_01: Yeah, so it's like as long as you do exactly what I tell you, and and well, and and I warn you if you don't, uh you will get laid off or or or or you won't get promoted, whatever.
• 14:04
  SPEAKER_01: It's all based on fear and control, and that means that people won't come up with exciting ideas, they won't come up with new insights, they won't do something extra.
• 14:15
  SPEAKER_01: It's like I must do this, and I'm assure that I don't make any failure.
• 14:21
  SPEAKER_01: So everything becomes very average, everything becomes very mediocre.
• 14:28
  SPEAKER_01: What I do is so people are put in what I call invisible strait jackets.
• 14:36
  SPEAKER_01: We we are all wearing invisible strait jackets.
• 14:40
  SPEAKER_01: You know what a straitjacket is?
• 14:42
  SPEAKER_01: Yes, yes, sir.
• 14:43
  SPEAKER_00: Yeah, right.
• 14:44
  SPEAKER_00: We we can't move, right?
• 14:45
  SPEAKER_01: Yeah, but it's like yeah, it's like these white coats where your arms are whatever, and you can do nothing by itself.
• 14:52
  SPEAKER_01: When I ask people, this is like, have you seen the Olympics last year in Paris?
• 14:56
  SPEAKER_01: Yeah, yes, I've seen it, I've seen it.
• 14:58
  SPEAKER_01: I said, How many of the sportsmen or women who won a gold medal did wear a strait jacket?
• 15:07
  SPEAKER_01: That's a stupid question.
• 15:09
  SPEAKER_01: It's like, nobody, of course, nobody.
• 15:12
  SPEAKER_01: Yeah, so why are you wearing a strait jacket while you go to work?
• 15:16
  SPEAKER_01: Why are you wearing a strait jacket when you're in a relationship in your marriage with your friends in towards your parents?
• 15:24
  SPEAKER_01: Yeah, we all have these invisible strait jackets, and we think it's normal.
• 15:29
  SPEAKER_01: It's like we always look at the faults you make, your failures, your mistakes.
• 15:34
  SPEAKER_01: That's where we focus on.
• 15:36
  SPEAKER_01: But we don't focus on what did Jacqueline do right?
• 15:40
  SPEAKER_01: Where's she good at?
• 15:43
  SPEAKER_01: What is Jacqueline enough to do?
• 15:47
  SPEAKER_01: Shall we use that?
• 15:49
  SPEAKER_01: Instead of saying Jacqueline should be doing this, and if it's not good, you you can forget about your promotion.
• 15:59
  SPEAKER_00: You know, it's it's it's interesting.
• 16:02
  SPEAKER_00: You know, it's so true because you know when people are in those straitjackets, it's like it's like I'm gonna keep on pressing the red button, right?
• 16:12
  SPEAKER_00: Or whatever, I'm gonna keep pressing the button and they don't think about, oh, might be there there might be another way to do that, right?
• 16:19
  SPEAKER_00: We can't be when we're living in that fear zone, I want to stay in that my lane because I don't want to be the disruptor because I don't or be the change agent because I don't want to lose my job.
• 16:32
  SPEAKER_00: I want to, I want to be there.
• 16:34
  SPEAKER_00: And we stop looking at it from the standpoint of where is what's the upward mobility and how can I help, you know, when leaders stop looking at like my goal as a leader is to really figure out if if Arnold's in my in my team, how can I help him rise up?
• 16:51
  SPEAKER_00: How can I help him reach whatever potential?
• 16:55
  SPEAKER_00: We forget that.
• 16:56
  SPEAKER_00: We forget that that's you know, as a leader, it's kind of what we're supposed to be doing, right?
• 17:01
  SPEAKER_01: Yes, because it's quite simple.
• 17:03
  SPEAKER_01: If your people grow, you grow.
• 17:06
  SPEAKER_01: And if you grow, your company grows.
• 17:08
  SPEAKER_01: So in essence, it's very simple, but we in most things in our life, in our work, in our society, we don't question things.
• 17:18
  SPEAKER_01: We think we've been doing this for maybe hundreds or or decades of years, and we think it's normal, and we don't question it, like should we do something else?
• 17:28
  SPEAKER_01: Yeah, I I was well, I'm an old guy, yeah.
• 17:33
  SPEAKER_01: So we're talking about the 80s.
• 17:35
  SPEAKER_01: I was put in a first-line management uh program for one year, yeah, in order to become from a specialist a first-line manager.
• 17:46
  SPEAKER_01: There they learned me how you should do performance reviews and give feedback.
• 17:52
  SPEAKER_01: But the feedback is like, yeah, it's a sandwich matter.
• 17:54
  SPEAKER_01: Yeah, you gotta tell you two things criticizing, then one thing good, and then two things criticizing.
• 18:00
  SPEAKER_01: That is the right approach.
• 18:01
  SPEAKER_01: Oh, okay.
• 18:02
  SPEAKER_01: Well, I was really good at criticizing because my father nonstop criticized everything in my life, yeah.
• 18:09
  SPEAKER_01: So he never ever gave me a compliment.
• 18:13
  SPEAKER_01: I'm not kidding, he never did.
• 18:15
  SPEAKER_01: So I was like, Oh, that's easy.
• 18:17
  SPEAKER_01: No, but they gotta give one thing which is good, yeah.
• 18:21
  SPEAKER_01: That is still done to this very day, you know.
• 18:24
  SPEAKER_01: So and but but nobody gets excited about the criticism.
• 18:30
  SPEAKER_01: Let me give you a small example.
• 18:31
  SPEAKER_01: I was in this American company the first year, I was a marketing specialist, then I became a marketing manager, and I had my first performance review.
• 18:40
  SPEAKER_01: Before that, I came from a small company, and there were there was no reviews, whatever there was nothing.
• 18:47
  SPEAKER_01: So here it was like so.
• 18:49
  SPEAKER_01: I was nervous because I had this performance review meeting with the marketing manager.
• 18:55
  SPEAKER_01: It was one-hour meeting.
• 18:57
  SPEAKER_01: I still vividly remember where it was, where I said, where he said, and whatever.
• 19:02
  SPEAKER_01: For 50 minutes, he was talking about very tiny and small things, which were not good.
• 19:08
  SPEAKER_01: Like, this should be done.
• 19:09
  SPEAKER_01: There's this, you could have done this in that way.
• 19:11
  SPEAKER_01: And if you did it like this, it would be this, and it was for 50 minutes.
• 19:15
  SPEAKER_01: So I was like, I'm getting fired.
• 19:20
  SPEAKER_01: Seriously, that is what I thought.
• 19:21
  SPEAKER_01: It's like this is really bad, man.
• 19:25
  SPEAKER_01: And you have to know um, I I have a master in law, so I was like, Oh, this is gonna be tricky.
• 19:34
  SPEAKER_01: Not good.
• 19:36
  SPEAKER_01: Then after 50 minutes, he said, Yeah, I get your rating and your salary.
• 19:40
  SPEAKER_01: Your rating is UER.
• 19:42
  SPEAKER_01: UER stands for usually exceeds requirements.
• 19:46
  SPEAKER_01: Huh?
• 19:47
  SPEAKER_01: That's good, isn't it?
• 19:49
  SPEAKER_01: Yeah, hardly anyone gets it.
• 19:53
  SPEAKER_01: So in my first year, I get a UER.
• 19:55
  SPEAKER_01: I'm like, Huh?
• 19:56
  SPEAKER_01: But you just criticize me to the bone for the first 50 minutes.
• 20:02
  SPEAKER_01: Yeah, and by the way, I I get a salary raise, I believe it was 11 percent.
• 20:08
  SPEAKER_01: So it's like I was totally confused.
• 20:11
  SPEAKER_01: I was totally confused.
• 20:14
  SPEAKER_01: Yeah, but and and this is my real experience, that's why, because it it had such a deep experience.
• 20:20
  SPEAKER_01: I can still explain it, and this was in the 80s, you see.
• 20:24
  SPEAKER_01: I'm like, but this is what we do to the very day, is like we we constantly criticize and then we say one tiny thing with the they they they're the good, and that's the way it is.
• 20:35
  SPEAKER_01: What if we reverse it?
• 20:38
  SPEAKER_01: Say, Jacqueline, this is what you do because you seem to like this, and you have talent in this, and you handle that very good, and you're like, Oh, I feel good, yeah.
• 20:47
  SPEAKER_01: And then it's like, by the way, there's some small thing, is like uh if you change that, you will be even much better.
• 20:55
  SPEAKER_01: Oh, cool.
• 20:58
  SPEAKER_00: And right, and so when you pump somebody up and they feel like and you share that, they they get pumped up, and then they're gonna want to do that small thing that's whatever to make that change, and they're gonna be like, Oh my god, I I they're gonna feel better, they're gonna be that that positive excitement of like coming into work.
• 21:16
  SPEAKER_00: So it it's so true, and so leaders and listening to this, this is so important.
• 21:24
  SPEAKER_00: Like this, if if you could do one thing, if you take away one thing from this, you know, podcast, think about ways that you can pump up your team members and share the good things because it's going to actually create the positive interactions in our brain and give us, you know, it's almost like the endorphin rush, right?
• 21:49
  SPEAKER_00: And it's going to help your employees.
• 21:51
  SPEAKER_00: And and I hate the word employees, it's gonna help your team members.
• 21:55
  SPEAKER_01: Yeah, but it also creates a much nicer culture and ethics.
• 22:00
  SPEAKER_01: Atmosphere and is and and it's gonna be fun instead of like you know what is a sign of a terrible culture where people ask you on Monday what are you going to do the weekend?
• 22:14
  SPEAKER_01: It's like dude, it's Monday, I love it.
• 22:17
  SPEAKER_01: We're gonna start it.
• 22:18
  SPEAKER_01: I have no clue about the weekend.
• 22:20
  SPEAKER_01: It's like, yeah, but it's like well, I hate it so much.
• 22:23
  SPEAKER_01: It's like, oh, I'm looking forward to to next Saturday, yeah.
• 22:28
  SPEAKER_01: But it's right, you know, like the Monday morning driver.
• 22:31
  SPEAKER_01: I invite people to say, go go use public transport, the train, the bus, where you see how people look when they go to their work.
• 22:38
  SPEAKER_01: Like, yeah, it's like they're going to an operation in a hospital.
• 22:44
  SPEAKER_01: It's not like hey, I see my friends, my colleagues, we do we have this really cool project.
• 22:50
  SPEAKER_01: Like, oh, I love doing this, and oh I want to do this and this and this, yeah.
• 22:54
  SPEAKER_01: Like, how many people are doing that?
• 22:59
  SPEAKER_00: Right.
• 22:59
  SPEAKER_00: You know, it's so it's so true.
• 23:01
  SPEAKER_00: That's why, you know, I think it's so important that what you're doing and what you're sharing, because if we can and why you know what this podcast is all about is if we can create better leaders, then that person goes from the company, they go out when they go buy their coffee or they're on the train, they're gonna smile.
• 23:21
  SPEAKER_00: And that means that they're gonna have a better interaction with the other people that are around them.
• 23:25
  SPEAKER_00: You know, it's it's like you know, as you just said, the excitement of getting on that train on Monday morning and taking public trace public transportation, and you have a smile on your face, and there's a guy that is driving the public transportation, and you smile at him, even a smile is gonna make his day better.
• 23:43
  SPEAKER_00: So it really it's it's the things that we want, the tentacles that we want to spread out.
• 23:50
  SPEAKER_01: So it makes a huge the families of those people.
• 23:54
  SPEAKER_01: Yeah, it's it's like they got children, they got a a wife, a husband, it's like without well.
• 24:01
  SPEAKER_01: My father was a military officer, and at home he was even worse.
• 24:04
  SPEAKER_01: So it's like so when there was something, it's like we all would sense is like, oh, did he have a good day today or not?
• 24:11
  SPEAKER_01: Yeah, yeah, yeah.
• 24:13
  SPEAKER_01: And and if he had a bad day, we had to be very careful.
• 24:16
  SPEAKER_01: We always said we could, but then it was like, Oh, that's not good.
• 24:20
  SPEAKER_01: If I had in in his eyes not a good grade at school, I didn't mention it.
• 24:26
  SPEAKER_01: I didn't have the courage because he would be extremely uh extremely angry.
• 24:30
  SPEAKER_01: It's like I would say it another time when he was in a better mood.
• 24:34
  SPEAKER_01: You see, but it's like if he would come home and it's like, oh, I had such a nice day, and we it is and that and that whole atmosphere at home is totally different.
• 24:44
  SPEAKER_00: Right.
• 24:46
  SPEAKER_00: Yeah, it's a huge difference.
• 24:48
  SPEAKER_00: So, uh Arnold, I could talk to you forever about this because this is such a huge topic and it it it means so much to me.
• 24:53
  SPEAKER_00: How can people connect with you and find you on um on and learn more about you?
• 25:01
  SPEAKER_01: Well, it's very simple.
• 25:03
  SPEAKER_01: I have a website called braingym.fitness, and there I have I basically very simple two products.
• 25:11
  SPEAKER_01: I have a masterclass, which are videos of 90-minute videos around a specific topic, like your uniqueness, relationships, aging, curiosity.
• 25:22
  SPEAKER_01: So that's what you can find there, and the main thing is my 15-week training program called From Fitting In to Flying Out.
• 25:31
  SPEAKER_01: You have 15 sessions of 90 minutes each.
• 25:35
  SPEAKER_01: Yeah, and then in the week in between, you yeah, you can learn and grow and apply what what I taught you uh in the thing.
• 25:42
  SPEAKER_01: So that's my training program.
• 25:44
  SPEAKER_01: You can sign up there if you still have any questions.
• 25:48
  SPEAKER_01: There's even a link to my agenda.
• 25:50
  SPEAKER_01: You can book half an hour with me and we can have a discussion.
• 25:53
  SPEAKER_01: BrainGym.fitness.
• 25:55
  SPEAKER_00: So brain gym.fitness.
• 25:56
  SPEAKER_00: Okay, so leaders, go reach out and connect with Arnold.
• 26:00
  SPEAKER_00: Go to braingym.fitness uh and really truly connect.
• 26:05
  SPEAKER_00: I mean, this is so important.
• 26:07
  SPEAKER_00: You know, if you want to have a game changer in your company, reach out to Arnold.
• 26:14
  SPEAKER_00: I want to thank you all for listening to the Unstoppable Leadership Spotlight podcast.
• 26:18
  SPEAKER_00: If you have enjoyed this episode, uh please hit the subscribe.
• 26:22
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• 26:30
  SPEAKER_00: And thank you, Arnold, for being an amazing guest.
• 26:32
  SPEAKER_00: And thank you, listeners, for being part of the unstoppable leadership community.
• 26:37
  SPEAKER_00: Thank you.
• 26:38
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• 27:12
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• 27:24
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• 27:37
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• 27:41
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• 27:50
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• 27:59
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• 28:13
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• 28:23
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• 28:25
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