Jan. 29, 2025

Leadership for Gen Z's "COVID Generation": A Prescription for Change

Leadership for Gen Z's "COVID Generation": A Prescription for Change

Gen Z—the "COVID Generation"—faces rising anxiety, depression, and suicide, impacting workplaces, schools, and communities. Leaders must act now.

In this episode, Dr. Josh McConkey joins Divya Parekh to discuss Be the Weight Behind the Spear, sharing...

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Gen Z—the "COVID Generation"—faces rising anxiety, depression, and suicide, impacting workplaces, schools, and communities. Leaders must act now.

In this episode, Dr. Josh McConkey joins Divya Parekh to discuss Be the Weight Behind the Spear, sharing how mentors, teachers, and leaders can equip Gen Z with resilience and purpose.

🎧 Don’t miss this vital conversation—tune in to support the leaders of tomorrow!

Beyond Confidence is broadcast live Tuesdays at 10AM ET on W4WN Radio - Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Beyond Confidence TV Show is viewed on Talk 4 TV (www.talk4tv.com).

Beyond Confidence Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

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WEBVTT

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The topics and opinions expressed on the following show are

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This is Beyond Confidence with your host w Park. Do

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you want to live a more fulfilling life? Do you

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want to live your legacy and achieve your personal, professional,

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and financial goals? Well? Coming up on dvoparks Beyond Confidence,

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you will hear real stories of leaders, entrepreneurs, and achievers

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who have stepped into discomfort, shattered their status quo, and

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are living the life they want. You will learn how

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relationships are the key to achieving your aspirations and financial goals.

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Moving your career business forward does not have to happen

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at the expense of your personal or family life or

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vice versa. Learn more at www dot Divpork dot com

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and you can connect with vants contact dant divpark dot com.

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This is beyond confidence and now here's your host, w Park.

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Good morning listeners. It is awesome to be here with you,

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and you know why because you are the life and

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blood of this show. Without you, the show would not

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be possible. And today we're just going to jump straight

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into our show. We have doctor Joshua Us. Welcome, josh

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how are you.

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It is a pleasure to be here. Thank you very

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much for having me on the show.

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Oh. Absolutely, you are doing some amazing things. So usually

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we start out from the you door, a childhood memory

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or a person who left a post and mark on you.

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Can you share with us any memories that you might

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have or any people's impact that impacted your life.

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You know, for me, my teachers and obviously my parents

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and family just had such an integral role, you know

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me growing up, I mean huge history buff, so you know,

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I always looked up to military members and teachers. You

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know a lot of my teachers were in that age

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group had served in Vietnam or like Vietnam veterans. So

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mister Brown, mister Hawk, mister Reno, A lot of those

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teachers from high school. Had I had a lot to

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do with me growing up the way I am, and

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of course my parents, my dad, my mom, and stepmom.

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So I've had I've had a lot of people I

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have I've kind of coined that term be the weight

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behind the spear, and I've had a lot of people

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that have been the weight behind my spear to you know,

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lead me to where I am as a leader right now.

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Yeah, that's the saying that's not very common. So tell

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us a little bit more about that.

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So when you when you talk about, you know, weight

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behind the spear, I think people have heard the term

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tip of the spear before and you'll you'll hear that

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with some of our special operators, special forces. I worked

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as a medical director for para rescue like the PJ,

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some of the combat search and rescue teams and just

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amazing individuals like these guys are jumping out of helicopters,

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they're kicking down doors, they're they're you know, people that

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are members of the teams that you know take down

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guys like Ben Laden and I don't do that. I

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don't take lives. I save lives. Yeah, I'm a physician

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and I can be the but but I realized that

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I can still be the weight behind that spear. Every

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single hero out there. You talk about teachers and coaches

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and athletes, you know, special Forces operators, They all have

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somebody in their life that gave them the confidence to

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do what they do. Teachers, coaches, volunteers, mentors and family.

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Those things are critically important, and I want people to

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focus on their roles as those people being the weight

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behind mind the spear for our heroes in this country.

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And the more that we focus on that, the more

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we can develop leadership skills in our youth and the

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next generation of Americans. We getta hand this torch over.

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Right, absolutely, And I want to thank you for your

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services because, as you mentioned that you didn't jump off

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the helicopters and all that. But the way I see

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it is that we as human beings, we are a

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collective force of nature. You can do anything alone. I mean,

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even if you know, while we're sitting over here, just

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think about the technology or the sweatshirt or like the mic,

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anything that is in use by us or anyone, hundreds

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and hundreds of hands have touched it. Even if we

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talk about a single piece of that mic in front

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of you and what is happening over there, Like you know,

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somebody created different parts in different industries I don't know

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which factories, and then somebody brought it together, assembled it,

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somebody shipped it, somebody delivered it, or it wasn't a store,

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and so many hands touch it. So it's important to

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realize that, yes, it's important to have that individual expression

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and at the same time recognize that we are a

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part of collective. So thank you for your service.

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Oh absolutely, thank you. I mean you can say the

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same thing for every person. Every individual is literally a

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collection of all the people around them, all those family

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friends we are at, teachers, coaches, you know, physicians, first responders.

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You know, everyone is a collection of those things and

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that's what makes you who you are. So every single

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person matters. They discount their role. You know, those decisions

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that you make every single day make a difference to

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somebody where whether you realize it or not, and you know,

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take pride in that and be part of your community.

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I want people to engage the communities, get out there

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and volunteer, coach. There's lots of opportunities out there.

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So tell us what made you decide to go in

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the military. Service and be part of that because I'm

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assuming that it's it was very high pressure and stressful.

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Yeah, I served in Iraq in two thousand and seven.

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I did one air assault and it was the scariest

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thing I have ever done. But you know, the reasons

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that I serve it's, you know, the men and women

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that served before me. So I was born in the seventies.

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I was born in nineteen seventy seven, and I've lived

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in the shadow of the Vietnam War my entire life.

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So there was a whole you know, a whole group

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of Americans that served in a war and such a

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huge military history buff that I just always looked up

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to those men and women. And when it came my

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time to serve, you know, I joined before nine to eleven.

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So I initially joined the Army National Guard to get

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out there and do some medical mission work. So it

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was built. The recruiter tells me, you know, hey, we

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do all these medical mission trips in Honduras and Belize

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and Guatemala, all this stuff in Central America. There's you know,

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we really need your medical expertise. So when I when

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I got to medical school, I took a direct commission

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that was That was two thousand and then we all

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would you know what happened in September of two thousand

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and one, you know, nine to eleven care off and

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you know, so we've been at war my entire career

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now essentially, and you know, it's created a lot of opportunities,

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but I've seen a lot of a lot of death

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and destruction as well, and it really kind of shapes

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who you are and why what you do matters. So

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you know, I kind of wake up literally every single

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morning just thinking about the metal women that didn't make

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it through Iraq. I literally carried some body bags on

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Metavac helicopters and just take a lot of pride in that.

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But I try to live every day for the men

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and women that can't.

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Yeah, now, it's you're absolutely right, and it gets to

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you every single time, and it's important that life.

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Life is special and I have a full appreciation.

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Of that, absolutely, And how did you transition out from there?

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And thank you for having the heart to serve and

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then tell us about your transition from there.

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Into the ar so and I'm an emergency physician as well,

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So I was as I was a physician in the

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military as well, So I still do both. I'm still

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an emergency doctor and I command right now. After my

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time in Iraq, I switched to the Air Force. After that,

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I was prior Army, so I commanded Andrew's Air Force

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base up in Washington, d C. For a squadron. And

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you know, that transition coming home, I think for a

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lot of that trends is very difficult. So when you

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get into a combat zone and things become life and

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death and you see a lot of death and destruction,

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it's very easy to get into a battle mindset because

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you know, people have this natural, uh survival survival mode,

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like it's like, you know, kill or be killed, and

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you snap into that very very quickly. Coming back out

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of that is extremely hard. So I really struggled when

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I came back to the US after my time in

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Iraq and jumped right back into the emergency department, probably

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in less than two weeks from getting back, and I

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clearly was not ready. I definitely struggled and met my

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wife now Elsa, and we actually moved to New Zealand

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for almost a year after I returned and after we

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had met, I'd been home for prior year or so

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and it really helped me, helped me get my head straight,

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and I played soccer at Road United and worked in

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a little emergency department road to Rua and then kind

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of my head's face into a better place. And I

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think my wife for that, she has everything to do

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with that.

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So you mentioned about death and destruction, and there's so

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many people. It's not just our veterans coming out of

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that or facing it is day to day and it

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could be that your hous is wiped off, like you know,

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as we have seen and lived in North Carolina. We

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have seen with Halleen, we have seen with Hurricane in Florida,

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and now right.

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Now, just so much destruction. It's right, it's definitely hard.

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I mean everyone has something to deal with, you know.

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Yeah, So when people are going through the daily lives,

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right this is something so unexpected, like they don't expect like, Okay,

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I've got a beautiful house where I've put my memories

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into it and next day it has gone. How can

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people deal And we can come back to the will

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revisit the physical importance and all of that, but the

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mental importance, like having that mental well being is so critical.

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How can people hold it together during these tough times.

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You know, focusing on that weight behind your spear, what

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carries you. Who do you look up to, Like, who

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did you learn from? I mean your family, your friends.

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You've got some great co workers, you know, volunteer organizations,

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private teachers, coaches, like everyone has something to lean on.

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Have a good team around you. That's your team, like

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the people that you grew up with, your friends, your family.

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You know, I think most people hold that in pretty

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high regards, you know, and lean on those people. They're

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there for you because at the end of the day,

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nobody really cares how much money you make, or what

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kind of car you drive, or what kind of house

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you're in. You know, nobody really cares about that stuff

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when it comes down to like living and dying. And

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so you know, lean on those people around you. That's

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that's what they're there for. Everybody has a breaking point.

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So when you talk like mental health issues and mental

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health struggles. As an emergency doctor, I see that. So

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I see anxiety, depression, and suicide and it rips my

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heart out every time. So you find those people around

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you that can help you through those very dark moments.

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Kind of going back to what you had mentioned, earlier.

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Doctor Josh, you mentioned that you went through that tough

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time and you leaned on your wife. So can you

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share us a few things that you did during that

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time that helped you not only come out of it

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as well as continue helping others.

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So, you know, the VA, the Veterans Health Administration, you know,

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has some great resources for veterans, you know, the PTSD

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and anxiety depression, you know, we have you'll see a

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lot of suicides in military, you know, men and women

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that have served, and you know, trying to get some

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visibility on that as best you can and talk about it,

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don't don't hide it. Everybody has a breaking point, even

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Special Forces operators. These guys are the strongest, the fastest,

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the smartest and the most mentally tough people on planet Earth.

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And they still have suicides in that group. So everybody

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has a breaking point. You know, realize that it's okay

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to talk about mental health. It's not something to be

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ashamed of. Like everybody, at some point in their life,

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in certain situations, will will break. I mean the death

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of a child or a spouse or you know, financial hardships.

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I mean, just everybody's got a different breaking point. So

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just talk about it and be open and honest.

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Absolutely, and that's important and kind of moving towards as

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you mentioned that these special guys also have their breaking point,

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so not only in the army, but talking about the businesses.

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And because just yesterday I was talking with one of

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my clients and he is a salesweepee and he was

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talking about his team, like, you know, how can I

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motivate them? And it's important that they focus on efforts

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and performance and they if they don't, if they're not

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achieving it, then there's something wrong. And just the mandate

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that like this is mandatory, you've got to do that.

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That's going to discourage the employees. What would you say

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to And fortunately my client is very empathetic and amazing,

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so he is creating space for them that you know,

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how can I help you succeed what obstacles you're facing?

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But with your experience, what would you tell business leaders

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how can they create that space for anyone? I mean

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and especially today's younger generation.

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So certainly there's a lot of different things you can do,

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like as a as a as a business leaders, as

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a military leader. You know, having a solid team. Now

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that team comes it's trust, So they need to trust

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in their leadership, and the leadership needs to get to

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know their people like as people. I mean, certainly there's there,

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there's targets, there's there's objectives that you that you have

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to hit to be a part of this team, and

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there's standards that you have to meet to be a

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part of that team. But everybody is different, So what

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motivates one person is not going to motivate the next person,

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and that those are really the key skills of leadership

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is knowing your people what's going to motivate them. That pressure.

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Pressure can be great, you know, high pressure creates diamonds,

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and then there's some people that just don't do as

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well under that pressure and kind of tend to wilt

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or break down. Everybody is different, so you have to

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know how to address those with each of your team members,

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what motivates them and what brings them down. But it

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all comes down to trust. If your team trusts you

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and they know that you care, they're gonna they're going

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to find a way to get to the objectives that

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you set. You know, I set pretty lofty goals with

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my team at Andrews Air Force Base, and you know,

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there's been members of that have not been able to

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meet some of those standards, and you know, they're no

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longer part of that organization anymore. But you know, they

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they knew then they trusted me, and they knew that

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I cared about them. So you know, those are difficult

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decisions you have to make as a leader, but if

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they trust you, you'll get the results.

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Yeah, now that's very profound. So going back to what

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you shed just now that it's a very high pressure

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job and for some that high pressure can create that

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adrenaline stream which gives them the high and they are

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all for it. So as an individual, so we've talked

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more perspective of business leader, what about from an individual perspective,

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how can they recognize, you know, what are they cut

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out for and what pathways they can create for themselves.

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So and then you mentioned a little bit ago with

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just you know some some of the younger generation as well.

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Giving them ownership in your organization is as quickly as possible.

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You know, they there's a little bit of of a

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different mindset and you know, being raised on iPhones and

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iPads and being constantly entertained and some some resiliency issues.

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So the faster you can get people to buy in

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to your organization and know that they have ownership, you know,

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being part of that team, not just not just not

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just a part, not just showing up and punching the clock,

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but realizing that what they do every day matters and

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having that ownership, you'll you'll get them to you'll get

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much better results and they'll be much more successful.

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M H. You're absolutely right on the mark about that.

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And so what you're sharing with me is that the

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leader needs to build that trust. And when you're building

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that trust and creating that space, you're allowing not only

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in your squadron, but in the business team squadron or

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whatever you want to call it, like in a pot

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or wherever it is. You're allowing them to step up

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and become the leaders because they will be the next

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generation leading the next incoming force. And as I was

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reading just very recently, since I work on intergenerational communication

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and I'm always talking about that and doing workshops, that

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a new generation has already begun gen Z gen Z

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is booted out and then starting from twenty twenty five,

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So it's important that we continue to build these.

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People and business leaders. You know, whether you realize it

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or not. You know this, this generational difference, it is

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your problem. And the sooner you get involved now, the

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better the results are going to be down the road,

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because every single one of these individuals in however many years,

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is coming to look for a job at your business,

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you know, and realizing just the differences and the just

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the different makeup and expectations of that generation, you still

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need them to be successful. So what worked for you

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fifty years ago or twenty years ago, or even ten

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years ago is not going to necessarily work that That

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complacency kills business, It stifles ideas. So you're going to

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have to find a way to be able to relate

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to this generation and make sure that they're successful. It's

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it is a much different world that that new generation

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does not learn the same way or respond the same

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way as I do, you know as a guy born

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in the seventies. So it's but that's that's that's what

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a good leader will be able to do. You adapt

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and overcome.

341
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Absolutely. Adaptability that is such a keyword. And what you

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mentioned was that newer generations, I mean, every generation learns differently.

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Now that said, when we talk about the newer generation,

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So I have a lot of my clients as I

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do the executive leadership coaching. You know, so many of

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them tell me that I want to work for a

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company that is impacting the society or something that's doing

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meaningful that when I'm coming at the end of the

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day that I know that I've just not done my

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work for a paycheck, but I am able to impact

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others as well. And you always say that you know

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you are serving out there in the community, and you

353
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have done so much. So tell us a little bit

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more about how the companies, you know, they don't have

355
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to be completely pro but how can they get involved

356
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and start serving in their community.

357
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Yeah, so that community engagement, I mean, not only does

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it give you better visibility for your business. Let me

359
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just look at it, it's marketing, right, So get out there,

360
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Go go sponsor a little league team, or like coaching,

361
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go go coach some sports soccer, t ball, baseball, basketball,

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find some youth leagues or your YMCA, getting involved in

363
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volunteering in your church or your school. There's so many

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different ways for you to get involved that not only

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are you helping build like the future of your business

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because you're investing in these kids now so that they

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can have some of these leadership skills and resiliency skills,

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and you show that positive role model you know as

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a business owner or community leader, they're going to get

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to you eventually if you wait until they show up

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on your underdoorstep with an application where everything is online now,

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but to try to address those things eighteen years later,

373
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like well your way by the eight ball, so and

374
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then if you think about that is more of a

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return on investment with just your people, and then it's

376
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it's it's marketing for your business. Put your name on

377
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the back of the shirt, right, Yeah.

378
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That's the perfect way because I do recall, like you

379
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know you mentioned that put your name on the back

380
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of the shirt. Cisco used to send out so many

381
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volunteers during the robotics competitions because when I was there

382
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with my kids and all that, it was amazing and

383
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they were not only getting to know the youngsters and

384
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forming that relationship. So what a perfect way to do that.

385
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Put your name out there on the T shirt, get

386
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the word out there. So definitely a great way to do.

387
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And I know you mentioned that you have started a

388
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nonprofit organization. Can you share with us about that?

389
00:22:50.440 --> 00:22:54.799
Yeah, thank you. So we've started a nonprofit organization, Weight

390
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behind the Spear Foundation and really taking some of the

391
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fundamentals of my book book, you know, be the Weight

392
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behind the Spear, and you know, living right here in

393
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North Carolina. At the end of September, we had just

394
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horrific stores with Hurricane Helene and it just destroyed some

395
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beautiful areas of western North Carolina. And so the first

396
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thing we've done is worked on raising money and trying

397
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to get that community engagement and promote some volunteerism, but

398
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just raising funds for western North Carolina. And we've had

399
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some some success with doing that, and you know, just

400
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putting putting the money where the mouth is, right, I mean,

401
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you write the book, and I want to make sure

402
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that I'm showing that example and live in that. So

403
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it's gone very well.

404
00:23:37.839 --> 00:23:41.960
Absolutely. So you mentioned about your book, Weight behind the Spear,

405
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So tell us what got you inspired to write that

406
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book and give us a few glimpses from it.

407
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So the things that I saw in the emergency department,

408
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you know, right after COVID and then as an emergency commander,

409
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really they still have me worried. So as an emergency doctor,

410
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you know, the anxiety, the depression, the suicide, and the

411
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generation of Americans where there's a two or three year span.

412
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We shut these kids out of their schools, we shut

413
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them out of their churches. They literally were not interacting

414
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with anyone else other than over iPads during very critical

415
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years in their development. And you're seeing the results of

416
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that in the mental health crisis that we have, and

417
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it's much worse in that aged population. I mean, they

418
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missed out of their high school graduation. There was a

419
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class that literally missed out on some of their college graduations.

420
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I mean, wow, they've just been cheated out of so

421
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much in the mental toll on that or we're seeing

422
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that And as a physician, that's what I deal with,

423
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and as a military commander, I have that same cohort

424
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of individuals that the same age group that I command,

425
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and you see lack of resiliency. The mental health issues

426
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are still very present. And I never wanted to just

427
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sit there and whine and complain about something like what

428
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can we do about it? So number one, you have

429
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to recognize that there's a problem, and then the book

430
00:25:08.599 --> 00:25:10.960
is my prescription on how I feel we need to

431
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fix that problem. So be the weight behind the spear,

432
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get more people engaged in their community. Just get people

433
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involved and just realize that what they do every day matters,

434
00:25:21.599 --> 00:25:23.799
and just celebrate the best resource that we have in

435
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this country. That's people. You know, said it over and over. Teachers, coaches, volunteers, mentors, family,

436
00:25:31.240 --> 00:25:34.039
that's so important. That's the best thing we have in

437
00:25:34.039 --> 00:25:36.759
this country. So let's celebrate it. Yeah.

438
00:25:36.799 --> 00:25:41.240
People definitely, I mean people make it or break it,

439
00:25:41.319 --> 00:25:43.839
regardless of any organization there is. And you did say

440
00:25:43.880 --> 00:25:49.880
that there is a very prevalent issue bit of mental

441
00:25:49.920 --> 00:25:53.960
well being that's going on in this gen z. So

442
00:25:54.240 --> 00:25:56.519
there are a lot of business leaders out there and

443
00:25:56.559 --> 00:25:59.200
sometimes you know they're scratching their heads on how to

444
00:25:59.240 --> 00:26:01.799
deal with it. So can you share with us a

445
00:26:01.799 --> 00:26:05.559
few strategies and steps that they could use in dealing

446
00:26:06.240 --> 00:26:08.000
and recognizing and dealing with it.

447
00:26:08.720 --> 00:26:10.680
I know as a business owner, so I owned a

448
00:26:10.680 --> 00:26:16.039
business in Texas and just the individuals just not understanding

449
00:26:17.359 --> 00:26:20.039
it could the repercussions of some of their decisions. So

450
00:26:20.200 --> 00:26:22.480
just trying to coach them up as best you can.

451
00:26:22.920 --> 00:26:25.960
You know, some of them will take take the teaching,

452
00:26:26.000 --> 00:26:30.240
some won't. But I remember just one case of one

453
00:26:30.279 --> 00:26:34.839
of our secretary staff, you know, young or nineteen years

454
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old and just just very spontaneous. Something pops up and

455
00:26:38.839 --> 00:26:41.119
she wants to go take off on this vacation across

456
00:26:41.119 --> 00:26:43.680
the country and gives us less than two weeks notice

457
00:26:43.720 --> 00:26:45.559
that Hey, I'm just going to take off. I'm going

458
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to quit my job and go do this, and and

459
00:26:48.960 --> 00:26:50.920
try to sit down and just teach im like, hey, listen,

460
00:26:50.960 --> 00:26:53.519
you know, just trying to be a professional. Number one,

461
00:26:54.279 --> 00:26:56.640
at least if you can give us two weeks notice, right,

462
00:26:56.640 --> 00:26:58.799
because we still have to fill your position, and just

463
00:26:58.799 --> 00:27:01.680
talk about the repercussions what happens when you just bail

464
00:27:02.599 --> 00:27:04.559
on a job and a business like that, and the

465
00:27:04.599 --> 00:27:07.000
other people that have to suffer. Other people have to

466
00:27:07.000 --> 00:27:08.920
pick up your shifts now and maybe they had to

467
00:27:09.119 --> 00:27:11.799
have childcare issues they have to deal with. And at

468
00:27:11.839 --> 00:27:13.960
the end of the day she said, wow, I'm out.

469
00:27:14.200 --> 00:27:16.519
Six months later she comes back, it's like, hey, you

470
00:27:16.559 --> 00:27:20.759
can I have my job back? No, no, no, you can't.

471
00:27:21.000 --> 00:27:23.799
You didn't give us two weeks notice. You know, you

472
00:27:23.839 --> 00:27:26.440
weren't very professional like the other people that had to

473
00:27:26.480 --> 00:27:28.640
pick up the slack when you left, which is zero

474
00:27:28.799 --> 00:27:32.119
notice like that, you know it just it impacts other people.

475
00:27:32.319 --> 00:27:35.000
So just trying to just teach and coach and to

476
00:27:35.039 --> 00:27:37.720
think about other people, because when you've been raised in

477
00:27:37.720 --> 00:27:39.680
a bubble for two or three years where it was

478
00:27:39.720 --> 00:27:42.880
only about you and no interaction with other people, like literally,

479
00:27:42.960 --> 00:27:45.920
your your own personal actions almost had zero impact on

480
00:27:45.920 --> 00:27:48.279
anyone else on the planet because you were living in

481
00:27:48.319 --> 00:27:52.559
a house on an iPad. But those things that you do,

482
00:27:52.960 --> 00:27:56.160
they do impact other people. So trying to point out

483
00:27:56.200 --> 00:27:59.039
that and just teach and get them to plug back

484
00:27:59.079 --> 00:28:02.759
into society. There's just it's a challenge at times, but

485
00:28:03.039 --> 00:28:04.079
very important.

486
00:28:05.599 --> 00:28:09.720
Some very powerful story and messages over there. So what

487
00:28:09.759 --> 00:28:13.599
I'm hearing is that if you're a business leader, it's

488
00:28:13.599 --> 00:28:18.720
important to setting those expectations because so many times what

489
00:28:18.799 --> 00:28:22.440
happens is that working remotely, and now a lot of

490
00:28:22.480 --> 00:28:27.480
companies are mandating going back to work five days a week,

491
00:28:27.960 --> 00:28:30.039
so that that will remain to be seen you know

492
00:28:30.160 --> 00:28:33.680
how the younger generation and even the older generation respond

493
00:28:33.759 --> 00:28:33.960
to that.

494
00:28:34.880 --> 00:28:39.839
Yeah, you cannot build a team over over over over

495
00:28:39.920 --> 00:28:44.160
Skype and Zoom and Microsoft teams, you can't. You have

496
00:28:44.240 --> 00:28:46.880
to have some of that that that that physical and

497
00:28:47.000 --> 00:28:52.000
personal interaction to build some chemistry because if you're if

498
00:28:52.000 --> 00:28:54.599
your entire team is just built over looking at a screen,

499
00:28:56.079 --> 00:28:58.359
you're just not going to get that that that buy

500
00:28:58.400 --> 00:29:01.079
in in that team culture. It's very, very difficult to

501
00:29:01.119 --> 00:29:05.640
create culture and make any changes in that in an

502
00:29:05.759 --> 00:29:09.039
organization just over an iPad and a screen. You have

503
00:29:09.079 --> 00:29:12.400
to have people in the office interacting, how is your day,

504
00:29:12.920 --> 00:29:16.079
talk about their kids. I mean, we're all people, and

505
00:29:16.480 --> 00:29:20.200
until you can kind of get them together and build

506
00:29:20.200 --> 00:29:23.480
that culture, it's just not something you can do over

507
00:29:23.559 --> 00:29:24.799
video screens. You just can't.

508
00:29:25.720 --> 00:29:28.759
No, you're absolutely right, because there's something to be said

509
00:29:28.839 --> 00:29:32.759
when you're in a room with other people. That energy

510
00:29:32.960 --> 00:29:39.839
is completely different. And yet there are still several companies

511
00:29:39.880 --> 00:29:43.920
who are fully remote. So do you have any tips

512
00:29:43.920 --> 00:29:46.440
for those people? Like, you know, how could they build

513
00:29:46.720 --> 00:29:51.160
whatever culture they can over the zoom or scott.

514
00:29:52.880 --> 00:29:55.519
You have to have some like in person events or

515
00:29:55.559 --> 00:29:58.920
just some some parties, you know, great Christmas party. I

516
00:29:58.920 --> 00:30:01.599
mean at least probably once quarter having some type of

517
00:30:01.720 --> 00:30:05.640
physical interaction. And you will notice the higher turnover rates

518
00:30:06.119 --> 00:30:12.720
in businesses that operate mostly just over video screens and

519
00:30:13.039 --> 00:30:17.599
remote workers. They will tend to jump from job to

520
00:30:17.720 --> 00:30:19.599
job because they're going to chase if you can pay

521
00:30:19.720 --> 00:30:22.319
more money. They don't. They don't have the loyalty, they

522
00:30:22.359 --> 00:30:25.680
don't have that buy in to your organization and really

523
00:30:25.839 --> 00:30:29.319
feel like as a real team as much when they're

524
00:30:29.359 --> 00:30:32.279
not there in person. So the more you can get

525
00:30:32.279 --> 00:30:37.920
them to interact with one another, having some events, workshops,

526
00:30:37.960 --> 00:30:39.440
those types of things. You've got to find a way

527
00:30:39.480 --> 00:30:43.480
to get people together. Gets this hard to build that team, Yeah.

528
00:30:43.400 --> 00:30:47.519
No, absolutely, And it's important to have that one on

529
00:30:47.519 --> 00:30:51.359
one connection. Whether it is like offsite or whether whatever,

530
00:30:51.440 --> 00:30:55.839
it is really really important to get those people together

531
00:30:56.160 --> 00:30:59.319
and build that camaraderie. And that also helps with the

532
00:30:59.359 --> 00:31:03.839
mental hull. So in dealing with the mental health. So

533
00:31:03.880 --> 00:31:09.279
many times people will turn their camera off during the

534
00:31:09.359 --> 00:31:12.880
zoom meetings or the team meetings, and that connection is

535
00:31:13.119 --> 00:31:15.079
it's almost like hunting behind the walls.

536
00:31:15.079 --> 00:31:18.039
So whatever exactly I mean, so you're just taking to

537
00:31:18.039 --> 00:31:19.759
the next sleven, Not only are you not there with

538
00:31:19.799 --> 00:31:23.559
any physical interaction, you just push a button, click your screen,

539
00:31:23.920 --> 00:31:26.119
you know, just I'll just shut off. Nobody has to

540
00:31:26.119 --> 00:31:29.000
see me cry, Nobody has to know that I'm you know,

541
00:31:29.119 --> 00:31:31.680
concerned or upset or anxious. I mean, do you just

542
00:31:31.799 --> 00:31:36.759
you live in a small little bubble. It's it's not good. Mentally,

543
00:31:37.240 --> 00:31:37.960
it's not good.

544
00:31:39.160 --> 00:31:44.680
Absolutely. So if you were to pull together the wisdom

545
00:31:44.759 --> 00:31:48.640
nuggets from your book, like you know, and two to

546
00:31:48.640 --> 00:31:53.119
top two to three pieces of advice, what might that be?

547
00:31:53.920 --> 00:31:58.119
You know, first one is accountability and that on several

548
00:31:58.119 --> 00:32:00.680
different I mean just with with your reaction with people,

549
00:32:01.200 --> 00:32:05.160
with accountability for results in your own actions. But just

550
00:32:05.200 --> 00:32:09.400
like physical accountability is critically important, you know. And then

551
00:32:09.400 --> 00:32:12.920
when I talked about you know, kind of nobody likes rules, right,

552
00:32:13.279 --> 00:32:16.400
but if you talk about standards, it's much different. So

553
00:32:16.480 --> 00:32:20.599
Coach k legendary basketball coach at Duke University, you know,

554
00:32:20.599 --> 00:32:22.519
when I was a professor there at Duke, he had

555
00:32:22.640 --> 00:32:25.319
a great lecture where he came into our residency program

556
00:32:25.720 --> 00:32:28.200
and the biggest takeaway I was in awe. It was

557
00:32:28.240 --> 00:32:30.880
two hours. It was the most it is literally the

558
00:32:30.880 --> 00:32:38.519
most incredible like leadership lecture anything I've ever heard. The

559
00:32:38.559 --> 00:32:41.880
big takeaway just being you know, just that the team

560
00:32:42.359 --> 00:32:46.839
organization culture, it's about standards. No nobody likes the rules,

561
00:32:46.960 --> 00:32:49.680
but if you talk about standards and you know your

562
00:32:49.680 --> 00:32:53.200
team trusts you, and like, hey listen, you know you're

563
00:32:53.200 --> 00:32:56.079
not meeting our standard as this team. And when you

564
00:32:56.119 --> 00:32:59.839
talk about it just as standards instead of instead of rules,

565
00:33:00.119 --> 00:33:04.279
people really respond to that and they can understand that m.

566
00:33:04.400 --> 00:33:10.400
Hmm, absolutely, and anything else you would like to share.

567
00:33:10.720 --> 00:33:13.240
Yeah, And empowering them to make decisions. So when you

568
00:33:13.279 --> 00:33:16.279
talk about get ways to get them to buy in

569
00:33:16.359 --> 00:33:19.240
and be part of that team and just have that

570
00:33:19.359 --> 00:33:25.319
ownership over your organization. Empower them so they don't micromanage them,

571
00:33:25.640 --> 00:33:29.079
you know, giving them opportunities to grow in leadership and

572
00:33:29.119 --> 00:33:32.119
make decisions. Use a leader, your jobs to put them

573
00:33:32.119 --> 00:33:34.559
in positions where they can be successful. Right, You don't

574
00:33:34.599 --> 00:33:37.119
just throw them in and hope they swim. But the

575
00:33:37.160 --> 00:33:40.000
more that you can empower them to make decisions. Like,

576
00:33:40.160 --> 00:33:44.480
nobody likes like a micromanager as a boss. So as

577
00:33:44.559 --> 00:33:48.680
as a leader, I don't know everything. I'm not a genius,

578
00:33:48.960 --> 00:33:53.079
but I recognize incredibly good talent and I surround myself

579
00:33:53.079 --> 00:33:55.599
with good people. So I empower my people to make

580
00:33:55.640 --> 00:33:58.680
great decisions and I don't get in their chili. If

581
00:33:58.720 --> 00:34:01.640
I'm having to get in there chili micromanage. I made

582
00:34:01.640 --> 00:34:03.799
a bad decision as a leader. I have to own

583
00:34:03.839 --> 00:34:05.680
that and I got to find somebody else to put

584
00:34:05.680 --> 00:34:08.239
in that position. But that's my responsibility as a leader

585
00:34:08.239 --> 00:34:11.480
and I own that, so, you know, don't micromanage, empower

586
00:34:11.519 --> 00:34:14.159
them to make decisions that I'm learning.

587
00:34:14.960 --> 00:34:19.079
Yeah, that's that's really powerful because so many times what

588
00:34:19.159 --> 00:34:22.079
happens is that business leaders are not focused on that.

589
00:34:22.079 --> 00:34:24.599
They're like, oh, they're looking at that their people are

590
00:34:24.599 --> 00:34:29.920
not doing the work. But it's that accountability, holding yourself accountable.

591
00:34:30.079 --> 00:34:35.199
It is such a powerful thing to do. So share

592
00:34:35.239 --> 00:34:38.519
with our listeners as to how can they connect with

593
00:34:38.599 --> 00:34:42.559
you and where can they find you for your book?

594
00:34:42.960 --> 00:34:47.199
And also like, you know, how can we share with

595
00:34:47.320 --> 00:34:52.159
them the nonprofit organization that you have shed So that

596
00:34:52.199 --> 00:34:52.760
would be great.

597
00:34:52.960 --> 00:34:57.159
Yeah, So website is weight behind the Spear dot com.

598
00:34:57.199 --> 00:35:00.239
So w E I G H T weight by behind

599
00:35:00.239 --> 00:35:02.559
the Spear dot com and the foundation. If you go

600
00:35:02.639 --> 00:35:06.000
to wait behind the Spear dot com or with Slash Foundation,

601
00:35:06.440 --> 00:35:08.880
that'll take you right to the foundation and then I

602
00:35:08.880 --> 00:35:13.679
can be followed on Instagram, Twitter, Facebook, Josh McConkie MD

603
00:35:14.039 --> 00:35:18.159
on Instagram and Twitter, it's Maconki or x It's Maconki

604
00:35:18.360 --> 00:35:21.119
double seven fantastic.

605
00:35:22.000 --> 00:35:24.639
Are there any of their last thoughts that you would

606
00:35:24.679 --> 00:35:26.159
like to share with her audience.

607
00:35:26.199 --> 00:35:30.880
Yeah, what you do every day matters. Take pride in that,

608
00:35:31.639 --> 00:35:33.880
even if it's the smallest thing. If you don't want

609
00:35:33.920 --> 00:35:37.199
to volunteer or coach, or you know you're not into

610
00:35:37.280 --> 00:35:40.679
volunteering in schools with kids, go volunteer at your animal shelter,

611
00:35:41.239 --> 00:35:45.000
right even you know, you talk about every decision that

612
00:35:45.039 --> 00:35:46.880
you make matters. So if you even go into an

613
00:35:46.880 --> 00:35:50.679
animal shelter and you're helping these animals, these animals now

614
00:35:50.719 --> 00:35:55.239
become support animals, you know, support pets for other individuals

615
00:35:55.280 --> 00:35:57.559
that help them out with their anxieties and their issues.

616
00:35:57.840 --> 00:36:01.079
So what you do every day matters. Just realize that

617
00:36:01.239 --> 00:36:04.280
and take pride in that. And you know your community

618
00:36:04.280 --> 00:36:04.639
needs you.

619
00:36:06.920 --> 00:36:11.159
I really like that. Your community needs you so important.

620
00:36:12.039 --> 00:36:15.519
So thank you doctor Josh for joining us and sharing

621
00:36:15.599 --> 00:36:19.840
your heartfelt mission and advice and the wisdom nuggets that

622
00:36:19.880 --> 00:36:24.280
you have accrued over your life journey.

623
00:36:25.000 --> 00:36:27.599
Thank you, it's been a pleasure, honored.

624
00:36:28.440 --> 00:36:31.639
Absolutely, Thank you listeners for joining us because you know

625
00:36:31.760 --> 00:36:36.679
without you, the show would not be possible. And definitely,

626
00:36:36.719 --> 00:36:40.440
as you have heard doctor Josh today, you know, definitely

627
00:36:41.559 --> 00:36:44.480
visit his website, check it out and see how you

628
00:36:44.519 --> 00:36:52.280
could support our western North Carolina people have gone through

629
00:36:53.280 --> 00:36:56.719
something and as they predicted, like you know that hurricane

630
00:36:56.800 --> 00:37:01.840
cause floods that for after a thousand years so lives

631
00:37:02.159 --> 00:37:06.719
were destroyed and just just impact biblical, biblical level destruction.

632
00:37:06.880 --> 00:37:09.159
So you know we need you.

633
00:37:10.719 --> 00:37:15.159
So whatever support you can, we would appreciate your support

634
00:37:15.280 --> 00:37:18.280
and let us know how we can support you who

635
00:37:18.320 --> 00:37:20.719
can be braying in How can we serve you to

636
00:37:20.840 --> 00:37:24.039
live the best life you can? And thank you on

637
00:37:24.320 --> 00:37:27.880
for making the show technically possible. Be valu and take

638
00:37:27.880 --> 00:37:28.880
care until next time.

639
00:37:30.840 --> 00:37:33.239
Thank you for being part of Beyond Confidence. With your

640
00:37:33.239 --> 00:37:35.880
host Divva Park, we hope you have learned more about

641
00:37:35.880 --> 00:37:38.519
how to start living the life you want. Each week

642
00:37:38.559 --> 00:37:41.559
on Beyond Confidence, you hear stories of real people who've

643
00:37:41.639 --> 00:37:45.800
experienced growth by overcoming their fears and building meaningful relationships.

644
00:37:46.159 --> 00:37:49.280
During Beyond Confidence, Diva Park shares what happened to her

645
00:37:49.400 --> 00:37:51.559
when she stepped out of her comfort zone to work

646
00:37:51.559 --> 00:37:54.800
directly with people across the globe. She not only coaches

647
00:37:54.840 --> 00:37:58.559
people how to form hard connections, but also transform relationships

648
00:37:58.559 --> 00:38:01.760
to mutually beneficial partners as they strive to live the

649
00:38:01.840 --> 00:38:04.199
life they want. If you are ready to live the

650
00:38:04.239 --> 00:38:07.280
life you want and leverage your strengths. Learn more at

651
00:38:07.400 --> 00:38:11.280
www dot dwpark dot com and you can connect with

652
00:38:11.480 --> 00:38:15.679
vats contact ads dvpark dot com. We look forward to

653
00:38:15.719 --> 00:38:16.880
you joining us next week