It it's all based on the size of your organization. We we call them a catalyst. They get trained on the system. And then Mhmm. They run the system. And with the system, there's it it's like the implementation of the five voices, and then they teach them how to use the five voices AI in their everyday world. And it's it's AI, but it's so different because now it's hyper customized of every person on your team. And so and and we've actually, built it. It's actually cheaper than if you bought just ChatTBT for your people. So it's really interesting how, you know, we built our LLM. But by doing it, now I'm using Five Voices AI, then you can use an outside consultant if you need because sometimes, the outside voice, and or you're so busy, you can't do all these things, so you'll use a consultant as well or a coach as well. It just depends on what your culture's like. But what we did is we tried to remove all the barriers of time. We made it where you can do this in record time. You can implement it. And then AI, people are used to it. But now once you know your people, it's a competitive advantage. And now it just becomes, so crazy. In fact, we built another piece, another, we split out one of our teams to build another business that's called Workplace, and now we we're using AI to, audit culture in real time like a stock ticker. But we what we do is we take Microsoft Teams, Zoom, or Slack, and we can give you a minute by minute culture score. So if you send an email out, you can see the culture go down or up. And what it does is it basically keeps it shows burnout, psychological safety. It shows employee engagement in real time, so you don't need surveys anymore. So we've just eliminated surveys, and that's the kind of stuff that we're doing with human kind of psychology, leadership, personality.

Right. Well and I'm just thinking when you get that culture index or culture score in real time, it allows you to map what just happened Yeah. Really back to kind of how everyone's feeling. Right? And sometimes you you kind of lose that in in the pace at which everything goes. But I'm just thinking it gives you the opportunity then to pivot.

It's like employee confidence. It's like it's like the stock market. Every day, you watch the stock market go up and down based on the factors.

That is so good. Well, Jeremie, we do need to take a quick break, and we'll be right back with Jeremie Kubicek, and we're gonna talk about lots more here. So, just in a little bit, we'll be right back with Jeremie.

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Welcome back, everyone, to the Something Extra podcast with my friend, Jeremie Kubicek. It's been so much fun, Jeremie, talking to you, but we've been talking about developing people in our organizations. What is that gonna look like in the future? We may have a lot of CHROs or leadership development people on the that are listening. And, I mean, just a leader in general. I mean, all of us need to learn what that's gonna look like for the future.

I think, everyone's been we hear the clickbait of, like, well, there's gonna be like, there's no jobs in the future, and you're not gonna have salaries, and you hear Elon Musk talk about this and that. I will say the speed, of change is dramatic. And, you know, you're gonna find a lot of it is about efficiency and how efficient. And if you've if you've done any AI true work, like, I build GPTs, and I create these processes, and it's unbelievable how much I can get done now and how fast. Yes. And so, therefore, the speed is, like, something we're gonna have to catch up to. But imagine this, like, in the future, you may be managing, your team might be three or four chat, you know, agents and three or four real people. And so now consider, how do you manage people and agents that are talking as if they are people and employees? And getting your mind around that, and that's going to be a thing faster than we even imagine. Getting to the point of, like, optimist robot in your world, walking around your office probably in early twenty seven. I mean, like, a year from now. Like, I've already told my wife we're probably going to have, we'll probably have an Optimus robot at Christmas. So that would be our Christmas present.

Oh my goodness.

And so we've already considered, like, okay. What does it look like? How's it gonna work? Is it ready? And is it this Christmas? Is it next Christmas? But my point is within this frame of time, the present, it's going to be a thing. And those things are going to be so it's almost like when the iPhone came out of, like, wow. That's a look at but on steroids, twenty times that. Okay. So if you're a leader, you have to there's a couple of things. That change is going to create stress significantly. So by learning the five voices, it gives your it gives the stress response. It's predictive stress behavior. So if you understand a guardian under stress, they're going to start interrogating because they want answers. They're trying to figure it out. Creative under stress, they're going to hulk out or be snarky and sarcastic a little bit. The connector, under stress. They're going to do cyber warfare. They're gonna slander and be frustrated and talk out loud. The pioneer, under stress, they're going to blow things up and be a bulldozer. The nurturer, under stress, last one, they're gonna withhold care, and they start abdicating and become a wallflower. So if you know the dynamics, change produces stress. And we're going to be entering into a stressful season because of the amount of change, the speed of change, and the direct impact it has on workers. So, like, ninety percent of workers right now work for other people. I call them o's. Their o is they work for other people, and, the bigger the o, like a director, a VP, a CEO is a bigger o. Ten percent of the population I call x's, they work for themselves, and they might have multiple businesses. Like, in my case right now, I have nine companies that I'm overseeing, and that I'm a either owner, founder, whatever of.

Mhmm.

So I'm an x. Well, an x is gonna live different than an o. Well, it's ninety ten. But in probably two, three years, it will be sixty forty. Sixty percent owes. Thirty percent of those people are gonna be forced to be exes. So that right there is, like, we have to be prepared for that, and our world's not our our country's not prepared for it. People aren't prepared for that.

Mhmm. Mhmm.

So it's like learning of how to, to live in that. So So that's gonna be a big part. So my point is is that if you're a team leader, if you lead people, a competitive advantage is learning personality and leveraging AI. And putting those together

Putting them together is gonna be golden.

Is is going to help you help people, but you're gonna have competitive advantage, and that's gonna help you with your own, opportunities as well. Mhmm.

Well, now you have to add emotional intelligence with AI. You have to add discernment. Right? And so discernment is like, okay. Do I really believe this? Is it you're you're not just I don't just look at AI and go. I do exactly what it tells me to do. Mhmm. It's a it's a tool to give me insights I might not have thought of before. So emotional intelligence is willingness to understand other people. So emotional intelligence means it's relational intelligence, really. It's like, do I understand what it's like to be on the other side of me, and am I willing to change? Am I do I understand who they are, and am I willing to adapt? That's the whole if I'm not willing to adapt and I don't care what I then I'm not relationally intelligent, and therefore, I'm not emotionally intelligent. And so that's ultimately what this game is. The game is, are you are you open? So, like, I had, I had a coach. This is so funny. I had this coach, and I I said to him, I'll just say his name's Brian. I go, Brian, I've never seen you not wear a hat backwards. Like, every Zoom call, every time I've ever met him. So I'm like, I'm assuming that's who you are with your clients. Are they okay with that? And he's like, oh, yeah. I don't do it with clients. And I'm like, okay. But do you realize that that we, bring leads to lots of our coaches, and I'm not gonna be bringing a lot of leads to you because that's how I think you are. Every single time I've seen you, are you aware of that? Do you know what I mean? And it's like a little Yeah. Little influence. It's a minor thing, but it's a little big thing.

Right. But

it's affecting your ability to earn more opportunities. Mhmm. Because as you're showing up, I'm thinking you're not serious.

Mhmm.

Or you're No. You're not really wanting to

Oh, did he stop wearing his hat?

Well, this this just recently happened. We'll see.

To refill it. You have to get on a Zoom call with him soon and see. Oh, yeah. That's so good, though. Well, I'll ask you this, and then we're gonna talk about something extra. Do you have a leadership lesson, that you've learned? I mean, you're you're running giant. We've already said tens of thousands of clients, five hundred coaches, five hundred plus coaches. Is there a lesson that you've learned, Jeremie, the hard way?

Yeah. Totally. I I had, like, ten things flood me. Number one, the the thing that what probably this last year was, managing expectations, really, really well. And, as a connector, I'm such an optimist that I can sometimes over expect. Right. And so I had to do some really deep dive. In fact, I have, in a few hours, a meeting with, I have a little forum I put together of just a few guys. Kinda trusted Yeah.

Kind of a trusted group, mastermind group.

Yeah. Just but it's not too big. I mean, I'm I'm in YPO. I'm in lots of things, but this is like they know me, know me. And, and so I'm meeting with this group to really go through my expectations for twenty twenty six and go, are these realistic? Are they on because I continue to do try too much in a year. Mhmm. And so, that was probably an a thing I was reminded of this year is managing expectations, makes everything better. And so when you when you have too high of expectations and or you don't manage them appropriately or you can create bitterness and frustration.

Right. Right. Right. Very good. Well, let's talk about something extra.

Yes.

So in twenty twenty four, when you were on the the podcast, again, listeners, episode two seventy one, go back and listen to it. It's so good. It's also Jeremie's story is also in the something extra book, by the way, and I've had so many people tell me they love love to read that story. But, here's what you said. You said when I asked you, what is the something extra every leader needs, Jeremie? You said leaders need to do the work on knowing who they really are, knowing what their identity is. When you understand your superpowers, you can then show up and bring a life to other people. So now we're in twenty twenty six. Jeremie, is there anything you would add to that?

Yeah. So it's vital, that you lead yourself. You can't give what you don't possess. Right? So you have to lead yourself. So the the way that I would encourage you, because our minds can trick ourselves. In the mornings, I would encourage you to do a call up session. Every single morning, I do this. I did it this morning. I call myself into the role and my authority into who I am, my identity. And by doing that, I just remind myself who I am versus calling yourself out. And I I've coached so many executives that, there's this negative voice that gets allowed in. Like, you're an idiot. Why do you do that? Stop. You you did it again. Like, that negative voice, it literally has to be squashed. It has to be, like, eradicated. You have to eradicate negativity. So learning to call yourself up, not out, is a secret of high performing leaders. So then as you call yourself up now I I do it from a faith perspective sometimes. Right. And sometimes it's it's from a faith perspective. Sometimes it's not. Sometimes Right. But, like, this morning, it was like, hey, dude. You're a sign of the most high god. Let's go. You're a liberator. You're a freedom fighter. You let's go. Step in today. You and it was like there was no room for negativity. There was no room for any wallowing or any you know? And so I was engaged. So then when I'm literally out of the shower, I am like, let's go. I'm in. I'm you know? And and so

so good.

Calling yourself up is, is a art and a science, and eliminating any judgment that is just not, is not helpful.

Yeah. That's good. That's good. So call yourself up every morning. You know? Not calling yourself out. That is so good. Well, Jeremie, I absolutely love every time that I'm in your presence. So thank you so much for making the time to be on the show today. Appreciate you.

Great to be with you. Cheers.

Thank you for listening to today's show. Something extra with Lisa Nichols is a Technology Partners production. Copyright Technology Partners Inc, two thousand and nineteen. For show notes or to reach Lisa, visit tpi dot co slash podcast. Don't forget to leave a review on Apple Podcasts, Google Play, or wherever you listen.