Success Loves Discipline with Justin Maust

Justin joins me on the podcast to talk about personal development and the benefits too investing in your self. Not only is he passionate about helping organizations figure out how to invest in their people but is also passionate about helping individuals find what truly gets them excited everyday.



You can find Justin on:
Linkedin
His website
His phone number: (574) 596-6957
His email: justin@justinmaust.com

Transcription below (May contain typos):

[00:00:00] Justin: [00:00:00] You have to own the personal disciplines. Of your personal life daily. if I'm not taking care of my personal self daily, then I can't possibly take care of my team. I'm going to be a little disheveled. I'm going to be a little disorganized. And so own it daily kind of encompasses, clarifying the win, executing the win, celebrating and evaluating your performance and your people and your numbers.

it's refusing to be offended. It's using the simple, direct, respectful communication. It's removing issues daily. All of the own it daily comes into one line called success, loves discipline. [00:01:00]

Keerstyn: [00:01:10] Welcome to the podcast, Justin. I am really excited that you're here today. Do you want to just give us a brief intro of how you got involved in your work and then what you do now for your clients?

Justin: [00:01:20] Yeah. So I was, I've always been like a, an athlete and kind of, as I got out of college, I played a little college basketball, so I've always been a coach personality and just had, I think entrepreneurship in my genes. Cause when I was 23, I'm a, I retired early from college and so I went into Edward Jones.

They offered me an opportunity to pick it office anywhere in the country. And I kinda cut my teeth on really. Building relationships with high performing individuals that had a lot of wealth. And I just had a blast building relationships, but I'd rather have a case of gout than actually do portfolio reviews.

[00:02:00] And After I left Edward Jones, they had offered me a limited partnership. I went into my brother and I started a character and leadership youth mentoring program. And it just exploded. We went from, I think, five volunteers to, 300 coaches is going into public schools impacting. 3000 students a week and we were teaching five core values.

So I was the business guy of that nonprofit. My brother was the curriculum and the coach, the head coach leading the students and the coaches. And that's when I just realized, man, I had a passion to build team and about seven years in to launching that nonprofit called five star life. I just knew I had to get back into the marketplace.

And so I started my own leadership training company in 2012 called entree legacy group. So that's how I got here and what I do on a daily basis. I, any given day, I'm working with, 20 to 30 different. leadership teams and I'm helping them [00:03:00] implement, the entrepreneurial operating system.

I've been doing a lot of keynote speaking. I'm just passionate about teams and I'm passionate about growing

Keerstyn: [00:03:07] things. Awesome. Yeah, that's a great background. That's really cool that you started that nonprofit and really found a passion for coaching people and helping. People and organizations grow.

Absolutely. Awesome. So yeah, one of the things that Justin does, that's really unique, he is he has the six practices for successful leaders. Do you want a quick run through what all seven are? and then we can dive deeper into them.

Justin: [00:03:32] Yeah, so real quick, these seven practices of great leaders, it of came from I'm up.

I'm a really simple guy, Kiersten. And so for me to grab a hold of something, it had to be simple and it had to be repeatable and had to be actionable. so for me, the first three practices are what I would call. blocking and tackling, like it's just foundational practices, every single team and [00:04:00] every single individual needs to apply to their life or their business.

So the first one is clarify the win. Whatever you're doing, you have to clarify it. What do you want? And obviously when I'm working with EOS, we have the vision traction organizer, and there's really eight questions you have to answer. But at the end of the day, you got to clarify the win. What do you want?

And once you know what you want, the second practice is you have to execute, right? And the, when so many people are too busy doing. A hundred different things and they're going like quarter inch deep and they're not executing in the vein, in the activity. That's actually going to get them a result they're just busy and they don't know how to separate effective, active work from the, from the minutia.

And so executing that is huge. The third practices celebrate an event, how you weight the win. So how many teams are starving for. Their boss to recognize [00:05:00] them or their, the department had to recognize their performance. So you've got to celebrate those victories on the same side. On the other side, the coin though, celebrating and evaluating are two sides of that same coin.

If you're a leader that does not know how to evaluate or you don't like confrontation, or you're not willing to put the real numbers in front of people, you can't evaluate failure. And so for me, winning or losing, I want to be evaluating performance. So those are the first three practices. And the last, I think the last four, what I would call.

The emotional IQ practices or the momentum building practices. And this is where, you might have great goals, have great disciplines. Maybe you know how to look at the numbers and face reality, but you suck at dealing with people. And so these four

Keerstyn: [00:05:52] practices

Justin: [00:05:54] are what I call, the first, the fourth practices, USD, our communication uses.

[00:06:00] Simple direct, respectful communication. And then if you're willing to be super direct and very respectful, then you need to also practice five is refuse to be offended. So many cultures are toxic because people get offended in a wedge. It gets built or a brick wall gets built between you and them. And now you're dead to me and I'm not willing to run through a brick wall all for you because you've offended me and I have not gotten.

No for that offense and offense over time erodes the relationship and it creates apathy, bitterness, and people don't understand that offense is a toxic killer. It's the beginning of a toxic culture. The sixth practice is pretty simple. Remove the ripple, every company, every person we have issues, whether they're personal relational issues or whether [00:07:00] they're performance issues or whether they're process issues, but companies are ripe with issues.

Cause we're a bunch of people working together, And the best teams solve issues. And then lastly, Probably my favorite practice is just recognizing you have to own it daily. The turtle wins the race, the, in that little book, the childhood book,

Keerstyn: [00:07:24] a

Justin: [00:07:25] rabbit, because it's this methodical disciplined.

Daily grinding. You've just got to own it daily. And so I've made my line is success, love, discipline. And if you don't love discipline, you will never find the success that you really want. So that kind of wrapped up these seven practices of great leaders.

Keerstyn: [00:07:51] Yeah, absolutely. I'm glad that you walked through those and, dove a little bit deeper into their meeting and what really makes them purposeful.

What [00:08:00] are some of those things that people struggle with when they're trying to walk through these seven different things? what are those hiccups that they first, run into?

Justin: [00:08:09] So the first thing I think a lot of leaders miss, I think that, personal leadership, like my personal life and my business.

We've talked about this earlier Kiersten, but you can't separate a human being. You can't be awesome in business and yeah. really suck in your personal life. if you're being authentic to yourself. You are who you are and it's going to catch up with you somewhere. You're going to have regrets.

I think one of the biggest, what would I say? The biggest misses the leaders is they don't have clarity as to what they really want. So that first practice is clarify the win. Like literally establishing a life purpose, establishing a vision that lights you up personally. And then once you have that vision, you've got to articulate what is my [00:09:00] company's vision?

what am I, what gets me lit up to show up to work every day. And it's gotta be bigger than your freaking product. don't hang your product as your vision. So where do you want to go? How do you want to get there? And Jim Collins calls it your big, hairy, audacious goal. I think Simon Sinek came out with this new book called the infinite game.

And it's this idea when you read Jim Collins and Simon Sinek, they're talking about this vision. That is, you never really achieve it because it's not a finite goal. It's infinite. It never is going to end. And so just personally for me, Man. I want to bless people. I have six words that kind of articulate my purpose.

So I want to bless people. I want to grow companies and I want to fund ministry. And that the key that I want to say here, it doesn't matter. Kiersten, if you think, I think my vision is awesome or not. I'm jacked about it. This is an [00:10:00] internal thing for me, but what I do is I try to help people. Articulate.

What is it that you would wake up every day for the rest of your life running after you've got to get clarity around why you exist your internal fire. What's why your why? So I help companies do that, whether it's an individual or whether it's a business. We've got to help them articulate. What's their why and what is their laser-focused we call it the purpose cause or passion, and then your niche.

What's your niche, what you can invest in the world at. Yeah,

Keerstyn: [00:10:35] absolutely. Do you have a story about someone who has jumped from not really knowing their purpose to being like on fire about obviously you just said yours, but, I think that'd be cool to hear.

Justin: [00:10:47] I can speak from me personally. when I really grabbed a hold of what I'm going to commit the rest of my life to, it gave me laser focus as to man, I do not [00:11:00] want to miss many days where I'm not on mission.

And so I give myself a lot of grace. There's a lot of error. There's a lot of mistakes, but I'm always holding onto. It's a, it's like a filtering mechanism for a minute, make better decisions in terms of, because of how I'm leading my team, the decisions we make of how we spend money. Is this gonna help me bless people?

Is this going to help me grow the company? Is this gonna help me fund the ministry? And yeah, for me, it's You can tell when someone has a white, hot vision they're excited about. And when someone is trying to create a vision statement that will impress people, one is resonate to your core and it's going to actually affect your decision, making the other one.

Is just going to be weak and even your team members are going to go. Yeah, that sounds like corporate speak.

Keerstyn: [00:11:50] Yeah. No, but you're so right.

Justin: [00:11:52] Wants to be a part of it, a leader's vision when it's just a bunch of corporate speak, like that's not inspiring to me. And [00:12:00] so there's, I don't know. I think it was, Megan element wrote an article and there was these five things that drove people crazy about, Oh, what's drove him crazy about their leaders.

And so I'm gonna read these five things. It's, let me find it, cause I don't wanna, I don't want to mess it up. You're going to have to edit this.

Keerstyn: [00:12:23] I already wrote down the number. Don't worry.

Justin: [00:12:25] so here's the five things. Number one, my boss fails to inspire me. Number two, my boss accepts mediocrity.

Number three, my boss lacks clear vision erection and number four for my boss is unable to collaborate and be a team player. And number five, my boss fails to walk the talk, those five flaws that drive people crazy about their boss. I did some research Reno. I was working with an afterschool program. [00:13:00] And the number one reason high school students drop out of school.

Their response was my teacher failed to inspire me. So you have the two number, one reasons in business. My boss fails to inspire me in school. My teacher failed inspire me. We have an inspiration gap that we are letting. Letting our companies down letting our team members down because we, as leaders, aren't articulating and are living personally, aren't living inspired.

Like we all have a vision that we're running after. And so it's a big deal. You gotta have a vision and it's got to light you

Keerstyn: [00:13:36] up. Yeah. That's a huge deal. I think, especially having a personal vision too, is. really important, in terms of being able to walk into whatever you're doing that and actually being passionate about it, I've heard that, easily over 70% of the workplace is disengaged and that 70% of managers don't even know what their employees are doing simply because they lack that vision and lack that [00:14:00] excitement and inspiration.

Within the workplace and it's, that's a religion.

Justin: [00:14:05] Yeah. Three out of every four employees report that their boss is the worst and most stressful part of their job. This was a survey done by Meghan helmet on inc magazine, 75% of people that work in the workforce say that their boss is the worst, most stressful part of their job.

And Part of what I do with EOS is I'm trying to help bring health to that leadership team because as goes the leadership team, so goes the rest of the org. And honestly, a lot of times leadership teams are more dysfunctional than functional. And they're not trying to do that. They just don't have the right tools.

they're missing, they have a few gaps and so EOS and my passion is to help bridge some of those gaps to get clarity and get alignment and get us all running in the same direction.

Keerstyn: [00:14:52] Yeah, absolutely. That's really important. And I like that quote is I forget who said it, but, you [00:15:00] don't quit your job.

You quit your manager. Sure. And because you're building healthy teams and healthy leadership teams for that matter, you're able to then. Actually have sustainable, employment, sustainable excitement, sustainable vision and, growth because of that's

Justin: [00:15:16] huge, but without the vision, without execution is hallucination.

And so as much as you and I have just talked about the importance of having vision. We both know some people that they're great dreamers, like they have lots of vision, but there's no execution in their backbone. They have no. Daily routines, no disciplines. The team is dysfunctional because they're not accountable.

They're not gaining traction. And it's because they don't have good processes and good work ethic backing that vision. And so that's why practice too is execute on that win and. For [00:16:00] me, I, this is just moment of truth here. So I was, 36 years old and I just got certified with the John Maxwell team as a speaker trainer coach.

And I honestly, I showed up late to one of my kids.

Keerstyn: [00:16:16] No.

Justin: [00:16:17] And I was like, Oh my gosh, I have a procrastination issue. And this is after I achieved some level of success at Edward Jones. I helped launch this five star nonprofit and I'm 36 years old and I answered a Twitter message at one, a 1:00 AM.

And I bought a program. How to overcome procrastination in 21 days because I wasn't executing. And so execute the win is there's so many teams. I think Kiersten, probably the, I have declared war on habitual mediocrity. I hammer this wherever I go [00:17:00] is we're losing, not because of major failures for the most part we're losing because we have accepted habitual mediocrity.

And habitual is just something you do naturally without thinking anymore. It's just a habit, right? What, when your habit is me, the ACQUITY as a leader, as a performer, as a person that gets things done, when you have a low bar of execution, You are not delivering your a game. And so execute the win is about rooting out some of that mediocrity and trying to instill some disciplines in some routines that level up your game as a person and level up your game as a team.

So that's really what execute the win is all about. It's identifying. What are those focused functions that I have to do and I have to stop doing a lot of other things. What do

Keerstyn: [00:17:53] you think is

Justin: [00:17:53] the,

Keerstyn: [00:17:56] what do you think is the hardest part for people to get over that hump? [00:18:00] I have heard a lot of entrepreneurs that do 101 things a day, and they're struggling to figure out the absolute focus of we need to go down this path.

What are some of those hurdles, but then also some wins with that.

Justin: [00:18:14] whatever you think tolerate, you endorse a couple lines that, that I believe people, their lack of awareness in terms of what they're doing. So for me, I recognize it. I was aware that I was procrastinating and I said, I have got to stop this.

So it's the recognition that something's not working. And then it's trying to pinpoint what is it? And so for me, what I did is I literally. Took a journal and I began tracking my reality. I started time tracking everything, and I wanted to see the truth and be careful when you tell yourself that you want to see the truth, cause execute the win.

If you [00:19:00] literally track your whole day and you do this for a month. You will see a lot of room for it improvement. And so I think the biggest hurdle is people either are too busy to become really aware of what the truth is. But what does Jim Rohn say? When the pain to stay the same is greater than the pain to change.

That's when you'll change. So as a leader, my, the pain of my mediocrity, the pain of my procrastination was so great that I'm like, man, I want so badly to get out of that mode. I want to be a different person. I did whatever it took to face the reality. So I started tracking my time in my journal.

I took that procrastination course and it said you should create a daily agenda. And so literally I have probably 20. 25 books, just like this that are filled with, and this is not embarrassing. It's a little anal. I'm just going to tell you that it's anal. [00:20:00] I have journal entry after journal entry. You can see here on my little screen, I create a daily agenda and then I track my reality in real time throughout the day.

To see if I'm owning up to what I thought my best day was. So it's me just executing at the highest level on my good days. But that awareness is how you get to the point of executing when you gotta know where your time is going. Yeah.

Keerstyn: [00:20:28] Absolutely. That's huge and insightful, and I'm sure that was a harsh reality to face.

And I'm sure that other people might be feeling like they need to do something similar to that, but are just nervous to start because it's going to be a harsh reality to face whether it's a personal or professional, concept. I, and that might be a barrier for people to even get started. Is. Yeah, shoot.

They're going to be hitting the brick wall fast kind of thing.

Justin: [00:20:58] and I do it from sunup [00:21:00] to sundown, so it's not just my work life. It's my whole life. Where's my time going. How much time do I spend surfing on the internet? How much time do I spend scrolling social media? How much time do I spend watching movies?

How much time do I spend doing other people's work? Like during the Workday. So many managers are saying they're overwhelmed and overloaded a lot of times if they actually track their time, it's because they're doing somebody else's job and they've been unwilling to hold them accountable. So part of executing is you got to first master yourself and your performance before you can really start needling in and helping other people own up to their responsibilities.

Keerstyn: [00:21:44] Yeah, absolutely. And I think that's really a really important thing too, is you first have to grow personally and really niche that down before you can spread that to the rest of your organization, just like an EOS, you have to work on, the initial team [00:22:00] first and even yourself sometimes, and really say, is this actually in my capabilities before you can spread it to the other parts of the organization?

Justin: [00:22:09] I have a couple business owners and I'm working with their leadership teams and that the owner said, listen, Justin, this is going to be harder on me than probably anybody else. Cause I am, I know where I'm dysfunctional and that's why I need EOS to come in. And so that's me coaching them and, trying to help them navigate themselves.

And then helping implement with the team. There's so many book of the month fads, where a leader throws a book to their team, but the leader doesn't own the book. doesn't master the tools in the book themselves. They just want the team to do it. None of that stuff. It only goes a monkey. See monkey do.

And so those, that leadership team has to master those tools before they can really have transformative impact in the rest of the organization. Yeah,

Keerstyn: [00:22:57] that's really insightful too. I [00:23:00] agree with you. The book of the month thing is something that all organizations struggle with and everyone has done it at least once that's a thing.

it's not like only one person is doing it in the world. It's pretty much everyone does. And that's impacted.

Justin: [00:23:15] There's a difference though, between like events, challenge people. Process changes people. So you need to put new content in you. If you're going to break through the ceiling, personally, it's good to take in new content, but process is what changes people.

And so right now I'm on a personal journey where I'm going to learn social media and I'm going to. I'm going to get to a level of mastery because there's some vision, there's some dreams that I have. That's going to require me to build a larger platform, but I'm sorry, personally, going through that journey.

And I'm, learning some of those, but the process is what's going on. Change me. So right now I'm in information gathering mode and I'm about to go to another moment, which is [00:24:00] what are the processes I need to put into place that will change the trajectory of all the results that I want. And so you got to put yourself in front of new content, but execute the wind is really about building the processes that change the results.

Keerstyn: [00:24:16] Absolutely. Absolutely. And going back to that seventh, part of the seven steps for success is just owning it daily. I think that walks right into the information and the process of both sides of that. I think that, You do have to take that information initially, but then it's not just information seeking.

It's also, then let's execute this and be the best we can be through this learning. For sure.

Justin: [00:24:42] Yeah. And when you think about this emotional IQ side, there's so many businesses where it's numbers and they'll put numbers before people and I'm sitting here going no, man, if you really want to have legacy building success, you've got to put.

The [00:25:00] business strategy equal to the people's strategy. And I learned this from Bob Chapman and he said, Justin, he goes, Bob Chapman is the, probably I think ranked like the number three CEO in the world, but I brought Bob Chapman into my, I run this big leadership event called lead USA. And he wrote a book called everybody matters.

The extraordinary power of treating your people like family. And Bob said, Justin, he goes, we just have to care. And so when I talk about own it daily, what I mean is you have to own the numbers of your business daily. You have to own the leadership of your business daily. You have to own the culture of your business daily.


And for me it is, there's been a, I literally, I created water bottles. I created a tee shirt for myself.

I created a journal and it all says. Success loves discipline. Cause everybody has these one liners that remind you of who you want to [00:26:00] be. And so daily I have, this is a little embarrassing, but part of own it daily is you have to put truth in front of you daily. And so I have this tool called my war tracker.

It's my weekly action register and I track disciplines. Daily. And this is, this sounds a little anal, but because I'm a visionary idea guy and I'm highly relational, it's easy for me to say, I don't need to own this daily. I got energy and I've got great. I'm great with relationships, but I have to face my own reality.

So I have, these are personal, healthy disciplines for me to be a great leader. I've got to read my Bible 10 minutes a day, six days a week. I've got to have a daily agenda created. First thing in the morning, six days a week, I have exercise four days a week, sleep, seven hours a [00:27:00] day, six days a week.

All those disciplines Kiersten. If I'm off, then I can't bring my a game. So own it. Daily is about trying to what's the difference between a casual athlete and an Olympic athlete. It's their daily agenda. John Maxwell says the secret to your success is found in your daily agenda. And so the people that really want to win, they build a routine around their day.

That is like an Olympics. Kathleen and success loves discipline. I have fallen in love. With discipline. And I know the longterm end game is I'm going to have ridiculous success because I'm owning things daily. And when I don't own them daily, I know that I took a step back. Yeah. So that war tracker for me and my daily agenda, all of that stuff is what really helps me stay focused and execute.

And that's what I [00:28:00] love helping my teams do. Yeah.

Keerstyn: [00:28:02] So if someone is listening to you, sorry, now, and feels like they need to do this, or they need to just start, where should they start if they, if this feels very overwhelming. And initially a lot is overwhelming. even to start working out can be overwhelming, from a personal perspective or starting a new job or starting an EOS track, what would be the first.

Steph you would recommend them to take to, just start improving their life and, and start proving their personal and professional, growth.

Justin: [00:28:35] That's a really good question. And I'm going to give you a snowflake answer. So meaning, I don't know where your pain point is. So if you're listening to this and you're like, man, I got to take a step.

Number one, give yourself some grace, do not beat yourself up, but just decide where do you want to win most. Like, where are [00:29:00] you most frustrated with your own performance and you need to identify what's the gap. Like where are you today and where do you want to be? And what are you most hungry to achieve?

You've I don't want to just say, there's 29 areas that I suck at. And so let's work on all 29. I'm going to say I could care less. I suck at golf, Kiersten. I suck at gas and I never am going to get good at golf. Cause I don't care about that. So you gotta pick your battles. So I picked procrastination back, 10 years ago, because that was my greatest pain point.

That was what was limiting. So to answer your question, whoever's this thing. If you want to take a step, where do you most want to win? Where are you most freaking tired about your own performance or your team's performance and laser focus on a few, one or two things. And what do you need to do to improve that area?

For me, it was a daily agenda. [00:30:00] If I could master my daily agenda and get up every morning and write that baby, my odds of success, I probably, I miss you. I'm probably 30 to 40% more productive every day that I have a daily agenda still to this day for 10 years, we've got to figure out where do you want to win?

And then you start determining what's right. What's the habit that I need to embed. What's the learning that I need to have. Where do I want to grow?

Keerstyn: [00:30:28] Yeah, absolutely. And I think that you're testimony of the, you just have to continue doing it too. I think some people are looking for that one stop shop where everything gets fixed and it doesn't exist.

Hate to you. It's somewhat you want to be healthy and there's quite a few steps that you need to take, but then you have to be consistent with it, whether it's exercising or eating healthy or getting your vegetables in or taking your vitamin, Problems. Can't just be fixed by an aspirin. It needs to actually have some significant, growth and impact and work into [00:31:00] it.

Absolutely.

Justin: [00:31:00] Yeah. I have discipline for two days and expect to lose all the weight you want to lose. You've got to be, you've got to own your crap daily. You've got to own it. So what are the disciplines you need every day? To longterm sustain the kind of results that you're gonna look back and have no regrets.

How do you eliminate habitual mediocrity? So you, I look back and you're like, Oh my gosh, what a freaking awesome life my team is rocking it because we owned it daily.

Keerstyn: [00:31:31] Yeah, absolutely. What would you say to the people who are the managers that are, starting this up and then also want to spread it to their team, but their team is struggling to really grab a hold of what they should be doing or how they should be doing this or are totally sold on it.

what are your thoughts about that?

Justin: [00:31:50] I would say become obsessed with your personal. Disciplines your personal performance, let your actions speak [00:32:00] louder than your words. Like you need to become a ferocious beast of a performer. and if you're leading that team, once you've really dialed yourself in, then you need to learn how to build systems, to help your team win and get really comfortable.

Just like I told you, I had to face my in reality, I'm looking at my truth. if you're a leader, you've got to help. If your team look at their reality, you've got to put, you've got to, you got to help them celebrate and evaluate their performance. You're going to have difficult conversations, but do it in a simple, direct, respectful way.

But you gotta make every, make sure everybody knows here's the bar. And this is where our performance is. And we guys, we got to figure out a way, so you've got to build some systems. Obviously EOS is a great tool, but there's thousands. There's [00:33:00] probably hundreds of thousands of systems. If you're a manager, you've got to find a system because you need personal systems, but your team to really sustain success.

They need some systems. They need some, some route disciplines and they need to see reality. And I'm going to say on a weekly basis, you should be meeting to show reality to solve issues and to own some of those disciplines. Yeah,

Keerstyn: [00:33:27] but I think that's important too, that you're actually meeting with them rather than just saying that you're going to do these things and I'm not really having that follow through.

You can't do it without having those hard conversations about where they're at, what they're struggling with and how they can go forward. Absolutely. Absolutely. yeah. So Justin, if anyone wants to have a deeper conversation with you about how they can, Start getting on this road to, not only growing professionally, but personally, where can you be

Justin: [00:33:56] reached so you can, email [00:34:00] me justin@justinmoss.com.

You can friend request me on LinkedIn. and my cell phone number is what most people use is (574) 596-6957. Let me know if I can

Keerstyn: [00:34:15] help. Awesome. Cool. do you have any last words before we, leave this space

Justin: [00:34:21] today? Yeah. Whatever you tolerate, you endorse just literally freaking look at your life.

Look at your team. Look at your company. What are you tolerating that you no longer want to tolerate? I just, if I could say anything is if you really want to win, you've got to face reality. I think John Maxwell is the one that taught me. He said, Justin, everything great is uphill. Everything great is uphill.

And so there's no easy road. There's no quick fixes. You're just gonna have, you have to own [00:35:00] it and fall in love with it discipline, but you got to first get to the point of I'm tired of tolerating, this level of performance in my life or in my team's life. You just got to get to a point where you want to break through the ceiling.

Keerstyn: [00:35:15] Yeah, absolutely. Awesome. thank you so much, Justin, for, being a part of this today. I sure learned a lot and I know our listeners will too

Justin: [00:35:23] Kiersten. You're awesome. Congratulations on doing this thing. I loved your questions. It was fun. Doing life with you for about a 45 minutes.

Keerstyn: [00:35:31] Thank you. Awesome.



Teams also need to get away and have time to think together and reflect together. Be able to spend just an hour to be curious about each other. -Denise Van Eck, Owner of Thought Design

Check Out More Stories