We are breathing rarified air when in the company of Ryan Hawk, a superstar in the field of leadership and especially when it comes to helping leaders maintain their commitment to learning. Check out all the resources below because it will only add to this incredible content!
Click HERE to access Ryan's LinkedIn profile
Click HERE to purchase Ryan's book The Pursuit of Excellence
Click HERE to purchase Ryan's book Welcome to Management
Click HERE to listen to Ryan's podcast The Learning Leader
Other related TBC episodes:
Have a BOSSHOLE STORY of your own? Click HERE to inquire about being on the podcast!
HERE ARE MORE RESOURCES FROM REAL GOOD VENTURES:
Never miss a good opportunity to learn from a bad boss...
Click HERE to get your very own Reference Profile. We use The Predictive Index as our analytics platform so you know it's validated and reliable. Your Reference Profile informs you of your needs, behaviors, and the nuances of what we call your Behavioral DNA. It also explains your work style, your strengths, and even the common traps in which you may find yourself. It's a great tool to share with friends, family, and co-workers.
Follow us on Twitter HERE and make sure to share with your network!
Provide your feedback HERE, please! We love to hear from our listeners and welcome your thoughts and ideas about how to improve the podcast and even suggest topics and ideas for future episodes.
Visit us at www.realgoodventures.com. We are a Talent Optimization consultancy specializing in people and business execution analytics. Real Good Ventures was founded by Sara Best and John Broer who are both Certified Talent Optimization Consultants with over 50 years of combined consulting and organizational performance experience. Sara is also certified in EQi 2.0. RGV is also a Certified Partner of Line-of-Sight, a powerful organizational health and execution platform. RGV is known for its work in leadership development, executive coaching, and what we call organizational rebuild where we bring all our tools together to diagnose an organization's present state and how to grow toward a stronger future state.
We are breathing rarified air when in the company of Ryan Hawk, a superstar in the field of leadership and especially when it comes to helping leaders maintain their commitment to learning. Check out all the resources below because it will only add to this incredible content!
Click HERE to access Ryan's LinkedIn profile
Click HERE to purchase Ryan's book The Pursuit of Excellence
Click HERE to purchase Ryan's book Welcome to Management
Click HERE to listen to Ryan's podcast The Learning Leader
Other related TBC episodes:
Have a BOSSHOLE STORY of your own? Click HERE to inquire about being on the podcast!
HERE ARE MORE RESOURCES FROM REAL GOOD VENTURES:
Never miss a good opportunity to learn from a bad boss...
Click HERE to get your very own Reference Profile. We use The Predictive Index as our analytics platform so you know it's validated and reliable. Your Reference Profile informs you of your needs, behaviors, and the nuances of what we call your Behavioral DNA. It also explains your work style, your strengths, and even the common traps in which you may find yourself. It's a great tool to share with friends, family, and co-workers.
Follow us on Twitter HERE and make sure to share with your network!
Provide your feedback HERE, please! We love to hear from our listeners and welcome your thoughts and ideas about how to improve the podcast and even suggest topics and ideas for future episodes.
Visit us at www.realgoodventures.com. We are a Talent Optimization consultancy specializing in people and business execution analytics. Real Good Ventures was founded by Sara Best and John Broer who are both Certified Talent Optimization Consultants with over 50 years of combined consulting and organizational performance experience. Sara is also certified in EQi 2.0. RGV is also a Certified Partner of Line-of-Sight, a powerful organizational health and execution platform. RGV is known for its work in leadership development, executive coaching, and what we call organizational rebuild where we bring all our tools together to diagnose an organization's present state and how to grow toward a stronger future state.
0:00:05 - John
The Bosshole Chronicles are brought to you by Real Good Ventures, a talent optimization firm helping organizations diagnose their most critical people and execution issues with world-class analytics. Make sure to check out all the resources in the show notes and be sure to follow us and share your feedback. Enjoy today's episode.
John
Hey, everybody out there in the Bosshole Transformation Nation, it's good to have you with us. I'm your co-host, john Broer, and joining me, as always, is the remarkable and amazing my friend, my co-host and colleague, Sara Best. Sara, how are you doing?
0:00:43 - Sara
I'm doing awesome, john. Thank you, happy New Year and it's good to be back at it.
0:00:47 - John
Yeah, we are having a strong January in 2023. I mean, the list of guests and subject matter experts on the show have been amazing, and I would encourage everybody to keep going back and looking at some of our more recent ones, because they're remarkable, and today is no exception. We have a subject matter expert joining us. Sara, I'm not going to waste any more time and throw it over to you so you can introduce our guest today.
0:01:13 - Sara
Thank you, john. I'm really looking forward to our conversation today. I just think there are no accidents ever, and this introduction came about oh, I don't know. A month or so ago.
There was a leadership event that happened here in our community a pretty big one and one of the keynote speakers several of the participants who attended shared with me that I should introduce myself to this keynote speaker and check out his podcast and see if he'd be willing to perhaps be a member or be a guest on our show. So, as I did so, I researched back and many of you remember where you were when we all went home back in March of 2020. Well, I remember this particular podcast and this particular host. Back at that time. I was introduced to our guest through some of the other podcasts I listened to, but his weekly messages and weekly podcast kind of became a stronghold for me and what I think was a really difficult time for all of us. So it is my pleasure to welcome and I'll share some introduction here in just a minute, but to welcome to the podcast today, Mr Ryan Hawk. Ryan, welcome.
0:02:22 - Ryan Hawk
Thank you, Sara. Good to be with you, both you and John. I'm excited to talk with you today.
0:02:27 - Sara
I feel like you know, if we could say we sort of struck a vein. You know, you, you have this, this contact with the entire sort of global world of management and leadership development, and you're just a guy who's talking about his own story and talking about his pursuit of excellence. If you will, Ryan, you are the host of a top five podcast on Ink Magazine. It's called the Learning Leader Show. That's the show that I started listening to when, you know, I was out in March and May and April picking weeds from my garden just wondering what the heck was going to happen with the rest of the world. You are a keynote speaker, you're an author, you're an advisor. We would say that you have had contact and continue to interview some of the the the most renowned authors and people in the world of management and leadership. You yourself have consulted with sports. You've been part of the military. You've worked in the corporate world. You have millions of listeners. In fact, you're in 150 countries with your podcast. You consult with the NFL, the NBA, the NCAA. Like us, you use data and insights to help people perform better and find purpose and passion.
You have two really amazing outstanding books. We'll talk about both of these today. One is Welcome to Management how to Grow from Top Performer to Excellent Leader, and I think this can become a great guide for the managers and supervisors that find themselves promoted. Your second book, the Pursuit of Excellence, released last year, so the first one was in 2020. This one 2022, really talks about some key principles that we probably should all pay attention to. You're from Ohio. You hail from Dayton, Ohio. Well, you use your upbringing and your experience and exposure to the Wright brothers as part of your powerful story. Maybe we'll touch on that today, but, Ryan, let's back up. Let's talk about the first book you wrote, welcome to Management, and talk to us about why that became such a powerful guide for elevating a person's performance, their presence, to the leadership level.
0:04:40 - Ryan Hawk
I wrote Welcome to Management because it's the book that I needed when I got promoted. Unfortunately, I exhibited a lot of the qualities that you talk about in the show that you don't want being the CAO, the chief answer officer, even though you don't know what you're talking about, but you still claim that you do, never saying I don't know, always being sure of yourself all of the qualities that we don't want. And so my hope was that I could write it for that one person that I was having a one-on-one conversation with, who has just newly been promoted. My hope is that you crush it. As an individual contributor, you get promoted, even though the job you're now being promoted to has absolutely, almost nothing to do with what you just did really well, as an individual contributor. I want that person to get a nice firm handshake with the boss that just promoted them, and then, in the other hand, they're giving them Welcome to Management to help them on this journey and not make nearly as many mistakes as I did.
So really it was, out of my own selfishness, the thing that I wanted or wished I'd had when I got promoted, and the cool part about it is, along the way, I wasn't just drawing from my experience.
In fact, I was drawing from the experience of many other people far wiser than me that I had interviewed for my podcast, the Learning Leaders Show. So the combination of those things, I think, made it, and continues to make it a more useful book, so that it sells more each year than it did since it came out, which doesn't always happen. So I'm very proud of that aspect of it. I know my publisher is very happy about that too, but really to me it's just about like I think books are artifacts to make an impact in the world, and that's why I like to write them, to give me one, because I think it's really hard, but two to hopefully make an impact in a more broader way, because not still not everybody, as you guys know, listen to podcasts, but everybody knows what books are, and so I think that that's another medium to hopefully help people.
0:06:48 - John
It's interesting, Ryan I think about and Sara and I have talked about this on the podcast we all have. If anybody's gone into management, chances are you've sort of spent some time in the boss hole zone inadvertently. And years later, going back to some of the people that may have been on my team I just know there are a few that I've apologized to and I said I'm sorry for what I didn't know and you were the victim of that, but that's got to be something very central to the book, just because it's like, oh my gosh, I I learned some of these things from perhaps other boss holes and we've got to turn that around. We have we've got to reinvent the role of the manager and because it's totally different, it's a total different mindset and set of behaviors and traits that's required.
0:07:33 - Ryan Hawk
Exactly, there are elements. So I was in sales and I got I got promoted to then lead the team that I was previously part of. So they were my teammates one day and then, literally the next day, right, I was their boss and it that. That and alone is kind of a weird circumstance, but it's normal what happens, especially in that sales world. But I quickly found out that, yes, there were elements of the things I were good at that I could then teach and mentor and pass on to my team. But that was that was just a portion of the job. The whole landscape of being a leader, a manager and a coach was was still foreign to me, even though I'd led on the football field. That is not the same. There are parts of that that help, and I think that's actually part of why I got promoted, in addition to being near the top of the stack rankings in that sales world. But there were so many parts about the job that I just had never done before, I never really thought about before. I assumed it was much easier than it was. You know, as an individual contributor you always, at least it was.
It's normal to make fun of or to criticize the CEO and all of the leaders because, oh, they don't know what they're talking about, they don't know what they're doing. And then you get the job and you realize, oh, this is far different. It's just like when you watch sports on TV. It's easy to think it's. You watch a quarterback and say how did he miss that guy? He was wide open. Well, you don't understand the defensive lineman in your face, you don't understand the checks, you don't understand how to read. You know there's so many parts of doing the thing that you don't get until you actually are doing it. And so, again, my hope is that we can help minimize some of those mistakes and some of those areas where we've messed up before you do them. Now I still think, like, actually doing the job is probably the best way to learn, but there are resources hopefully, that I'm part of creating that that can alleviate some of those mistakes.
0:09:25 - Sara
Well, and I'm just curious too. So the book was in you. You know the ideas and your learning, being able to share that in a, you know, in a paper format. What was the you know the impetus for for the learning leader show? What got you involved in the podcast world? Quite honestly, before even podcasts were the huge thing that they are. Now you've had tremendous success. There are over 500 episodes. What prompted you to go into that world?
0:09:52 - Ryan Hawk
I had gone back to school because my company, lexis Nexus, gave me 5250 a year, which is a standard amount to be reimbursed to go get a graduate degree or any degree, and it took me six years to get my MBA. I did it slowly because I was working full time and once I finished I got that. I got my MBA. I immediately started looking into further graduate degrees because I thought it was wasting money to not go through the reimbursement process every quarter because I'd done it for six years and I thought, wait, it's like wait, I can't stop, I need to keep learning, I need to keep doing more. So I actually looked into even applying to further graduate degree programs, even potentially PhD programs in management or leadership, just searching, and I was in the early stages of that. But I also thought back to the process of getting my MBA. I didn't really enjoy it. I did it because I thought I needed the certification to help me grow in my career. It was really hard. I hired multiple tutors. I didn't love all my teachers. I definitely didn't love all the classes. I wasn't that curious about probably half of them or more. And so, as I'm applying, or thinking about applying to get another degree because I have this money to use as a reimbursement tool. I thought is there a better way? Maybe a better way would be for me to create my own form of a leadership PhD program where I get to choose every single one of the professors and I get to ask them the questions I'm most curious about, and do it in the form of a podcast.
I've been listening to other podcasts, some of the earlier ones that have been around for a while. I've been listening to some of those. I've been interviewing a ton in my job as a sales leader because we were growing very fast and hiring lots of people both for my team and I'd help out other teams, so I'd interviewed tons of people. I was listening to podcasts. I wanted to create my own form of leadership PhD program. Well, what if I started my own and then I could create some sort of a platform so maybe I could reach out to some of my literary heroes we mentioned Patrick Lencioni earlier on right form, actual relationships with these people. Who knows what can happen?
And then I think I like the idea of learning in public I'd seen others do this where you're willing to publish your learnings along the way, like I'm not teaching the audience. I'm learning alongside of you and that's kind of the community I thought might be a cool thing to build. I had no idea if that would work out at the time. I had aspirations, I was hopeful, so I published them the learning along the way, the kind of me being an idiot and just trying to get better and better and better.
And the cool thing that happened is then, as the platform kind of grew and yes, it was a little early, so it rated very high and Apple podcast called iTunes initially at the time, and that then gave me the opportunity for it spread well beyond just kind of the people who knew me, the people in my community, the people I worked with and onto really the whole world. And and then that afforded me the opportunity to to leave my corporate America job in 2017 after, primarily because the, the, the market was telling me hey, can you come give a speech here? Can you create a leadership development program for us here? Can you come advise here? And enough of those opportunities came up that then I was able to to walk away from that and do this full time. And so initially it was it was kind of a jarring change, but now. It's been crazy that it's been five plus years and it's, I feel, very fortunate to get to do the stuff that I really enjoyed doing pretty much every day.
0:13:25 - Sara
Forbes calls your podcast the most dynamic leadership podcast out there, and I think I might have mentioned earlier that Inc Magazine rates your podcast in the top five for becoming a smarter leader. And it is these, these bite size nuggets of all these amazing brains and thought leaders out there, Patrick Lencioni being one. He spent on your podcast a number of times. It was it was his podcast that connected me to you, Ryan. That's how I first became aware of the Learning Leaders show. But just for our listeners benefit, I just want to share just a snippet of some of the guests you've interviewed John Maxwell, Jim Collins, Guy Ross, Susan Kane, of course, Patrick Lencioni, liz Wiseman, Dr Gary Chapman we talked about his five love languages this past year and one of our episodes Marcus Buckingham, Jane McGonigal, ken Blanchard, Daniel Pink, James Clear the list goes on. So I love this idea of bringing the learning right to your microphone and to the world in this, in this powerful way and for whatever it's worth. When I thought back like, hey, what were the, the saving episodes for me during the pandemic? It was 358, which featured a subject on trust? It was 359. That was Pat Lynch Yoni. Three actions leaders need to take in challenging times.
364 was Derek Sivers. Sivers how to redefine yourself, make big decisions and live life on your terms. I think many people are still trying to figure out whom I supposed to be now. Like I know what I don't want from before, I'm not entirely sure what I do want. One of my all time favorites number 375 with Miranda Hawk, your beloved, who you guys talked about how to cultivate a loving relationship. So just to highlight, you know this learning, but it's indigestible amounts of content where people can actually take away tools and practice things. So Bravo, I think it's pretty powerful and I hope our listeners tune in. We'll make sure we chronicle, you know, the access to your podcast and your learning leaders show in our episodes.
0:15:33 - John
And we will be right back.
0:15:39 - Announcer
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0:16:47 - John
Okay, let's get back to the program.
0:16:50 - Sara
Can we talk about your next book, the one that published about a year ago?
0:16:54 - Ryan Hawk
Sure.
0:16:55 - Sara
Actually it'll be a year ago this week. Pursuit of Excellence you talk about how leadership is not what we think it is and it never has been. That really struck me as part of the intro. Self-awareness, self-discipline are things that you talk about often. Can you share your take on both of those?
0:17:14 - Ryan Hawk
We could probably go for an hour.
I think, especially when you talk about a boss like we all know, those bosses that had a low level of self-awareness not good, but I think there's just a lot of work to do. I had Tasha Eurich on my podcast and we talked a lot about it. She's an expert in self-awareness. She's written books about self-awareness. The statistics are jarring and the simple fact is more than 80% of people think that they are highly self-aware, but less than 10% of them are. So most of us think we're self-aware and we're not. So it's always doing the work and it's never-ending work in order to make sure you have the who in your life, the people you're surrounded by to keep you in check, to have the reflective process to say what are my core values and am I living up to those values, how do I actually live up to what I claim to be important to me, and who is in my life to keep me in check, and who do I do that for as well. So, with these mutually beneficial relationships, I think that's a big part of it is having prompts, doing journaling, reflecting, really analyzing what you're actually doing each day and how you're encountering people and, if things seem off too frequently, start to question yourself and wonder like hey, let me meet with a mentor, let me meet with someone. Say this seems off. Too frequently I must be in my case. I always think it's my fault, I've done something wrong, and then at least have a conversation with people in my life who I know trust me and love me and care about me and want to help me. I try to do the same for them, and I think that can hopefully keep those levels of awareness in check.
When it comes to discipline, you know, some of this is ingrained, but some of it can be learned. I certainly think it's both in my case. I mean, I grew up in a very disciplined family. My parents are very disciplined people. They still are. I talked to them this morning. They're in Florida right now, away from the snow. Both of them, though, work out tons each day. They're very disciplined about their bodies, about their mind, about their wellness, about their relationship. I think that's all disciplined. So I grew up in that household. I'm surrounded by two brothers who are both very disciplined people my wife's disciplined and so, in a way, it's like your surroundings are very helpful, who you see and how they behave, but I think that's what creates a lot of the cool opportunities for me is just the willingness to get up and do the work and live by those values each day, especially on the days when you don't feel good, and to me it's.
I try to help people start podcasts or write books. And this is probably one of the biggest areas is there's a lot of excitement around the idea, around the project, around getting started. It's still a lot of work but there's a lot of excitement and usually it gets started and people can use that energy and that kind of adrenaline rush to get started on whatever the project is. The difference is the discipline to be consistent each day to do the work, especially when you're not getting the results that you want or especially when you don't feel very good. And to me I'm just and maybe it comes from my family I'm not exactly sure this idea of I'm shipping work Sunday at seven o'clock, no matter what Multiple bouts of COVID traveling all over the place, family things going on.
It ships at seven Eastern every Sunday, no matter what, and it has since day one, never missed. That takes a lot of planning and prep because crazy things happen, like your appendix ruptures and you got to go and it's Saturday. Well that the podcast is already in place for a month leading up to that day, so I can have my appendix rupture, go get surgery, do everything I need. It's still shipping. So, like all that stuff is the discipline, consistency that I think makes it.
So there's no excuses, like, no matter what happens, there's no excuses to miss, there's no excuses not to show up and do the work. And that route, doing it that way, is just harder. I, I, I hear the excuses all the time. I quite frankly just say I just don't have time for, like, I don't care, I really don't care, the excuses or whatever. Like if you claim that consistency and you claim that your discipline, well the actions have to line up and with that, if not, it's like I just get a lot less excited to be around people like that. I'd rather be around those who not only claim to be disciplined and consistent but actually live up to it without even having to talk about it. They just do it. So it's really an action thing when it comes to discipline and I, I again, I think I benefit greatly from being around others who who really do that in a big way.
0:22:06 - John
Ryan, that's interesting because, you know, in our world, in our world of our mission is to help people find meaning and fulfillment in their work. We just happen to use science to do it. You know, behavioral science, eq, psychological safety, I mean we measure everything. But in certain cases there are people that are not necessarily wired for us. A structure and high discipline. That doesn't mean they can't do it. Their level of adaptation and they're the tools that they use or the from whom they borrow those. That's exactly what you're talking about. It's just the capacity to really stay with it and that and I acknowledge, we acknowledge that's tough for some people. But at the same time, what are the things that are inhibiting you from staying with that discipline? Those may be the things that you have to push out of the way and in make room If, if, to your point, you actually want to pursue that and and see that it happens every single week, every Sunday. By the way, did that really happen with your appendix? Yeah, oh, my gosh, yeah, it goes on the side.
Oh my gosh.
0:23:12 - Ryan Hawk
Well, I mean, it's already in the, that stuff's planned.
0:23:15 - John
But you accounted for that, exactly, exactly.
0:23:17 - Ryan Hawk
Well, I mean, yeah, it's like you get COVID multiple times, you have that happen. Like things are going like the only certainty is stuff like that Something will happen with a family member where you have to go you got to get a drive, you got to get on a plane, you got to go to the hospital Like that stuff happens to every single person in the world and so I just I just don't have a ton of patience for using that stuff as an excuse. You know that's going to happen. Like we know something's going to happen, right. So if you claim that consistency is important or that discipline, whatever it may be, if you don't, that's fine Then, like I don't, I don't think everybody I know people don't agree with my methodology that I think consistency builds trust and I think part of the reason that my work has spread and grown is because it's quality level continually gets better, because I'm demanding of myself for that Right and it's consistent. You know you're getting it. You know what you're.
Paulina Pompliano and I talked a lot about this on our episode together. She's brilliant, but she, we are of the same mind when it comes to saying because she ships her work the same time every week and her audience has. She's built up trust over years and years, knowing that that's what they're going to get a high quality article that ships at the same time on the same day, no matter whatever week. Others don't necessarily like. There are others who aren't like, which is fine.
I'm just saying to me I have four core values, and one of them is being consistent. So this is how I live that out, and it's important to me. If I say this is important, that it's a core value of mine, well, it only counts, it's only real if you actually do it. It's not a real value if you don't live it out. It's just a word on a wall. Like we see it. Some companies I don't care, I don't have them hanging up on the wall, I know them and I try to live them out. It's not about like plastering them or they were, it's about living that. And so I think that's that's also part of being disciplined is kind of doing the work. That took a lot of work to kind of come up with those, and a lot of kind of like oh God, wait, where am I? Oh, okay, and then, and then figuring out how to live out those values.
0:25:30 - Sara
That's so good. I don't know if other listeners are squirming a little bit, like I am. I'm the kind of person who discipline does not come very naturally to me and I love the benefits. I love the outcome and the results, but I don't want to have to do all the work. Admittedly, I will try to cut a corner if I can, or cut it short. That was good enough. So you know, I want to say to someone like you, Ryan, who seems very naturally inclined toward discipline, and I think it's probably both nature and nurture for you. You grew up in that environment, it's probably part of your hard wiring Yep, I would say, put some of that in a bottle and I'll buy it. I'll buy it from you, but it's, it's good and it's something that someone like me and probably many of our listeners need to confront, because everything you talked about is true. Everything we say is really merely an excuse if it's not the consistency in the result that we promise to deliver. So thank you for that. That's a good takeaway.
0:26:28 - Ryan Hawk
By the way, this is not for everybody. I think I note that in my books Definitely in the second one and in future ones. But I don't, I am okay. And I think Seth Cohen says, like it's not for everyone, and I am. I've kind of gotten to that point. It's taken me some time to realize like it's, it's just not for everyone and that is completely okay. And if it's not for some, hey, like, just like others out there, I'm not for them either, meaning like I'm not going to buy in or appreciate the way the cool thing about it is.
I think us as leaders have to figure out the best way for us, and one of the ways to do that is to have your eyes open and to be studying other leaders who are sustaining excellence over time and saying, oh, I like that element, yeah, I'm going to incorporate that. Oh, I like that element, I'm going to incorporate that. But it's not really about saying I have to copy somebody else. It's finding, maybe, bits and pieces from a wide variety of mentors and saying, yeah, that aligns with me and my values and where I want to go. But it I don't think anything has to be for any, for everyone. It's just finding what's the most useful for you and then, and then taking taking action on that's what's, I think, most important.
0:27:44 - John
Well, I think one of the biggest takeaways for our listeners, especially those in management, supervisory, leadership roles, is don't claim something and then deny it because it doesn't show up in your actions. Right, that's that. I mean that will diminish credibility immediately and diminish trust within your team 100%.
0:28:05 - Ryan Hawk
Yeah, I mean and I think it's a mistake a lot of us make I know I did like I had like these 10 guiding principles that I kind of I was like, yeah, that sounds good, let's just put that up on the thing. Oh, either this and then. But but they weren't necessarily real, or they weren't mine and they were. They were, they weren't I would. I think a better way to put it is there wasn't enough thought and reflection put into. When you, you list those things out this is what I'm about as a leader Well, they look good, they sound good, but is it real for you? Is it authentic? Have you done the necessary work to say, yeah, this aligns with, kind of, how I'm actually going to operate? I think that's a very common mistake especially newer, newer leaders make, because you think you need to have something like that, but you haven't done the work to actually kind of ensure that it's aligned with you.
0:28:57 - Sara
Like, personalize it to yourself.
0:28:59 - Ryan Hawk
Right, right, and I think that's important work.
0:29:01 - Sara
I've done a little bit of that. I can always do more of that. Since you talked about your values thoughtful, curious, consistent those are three that you identified that you lived into in 2022 when you did your end of the year reflection. It was an essay that comes up. People should also sign up for your mindful Monday. It's a curated set of content and ideas and some of your writing that comes in the inbox every Monday. It's very powerful.
0:29:32 - John
Thanks for listening to part one of our conversation with Ryan Hawk. Make sure to listen in next Tuesday and hear part two and learn more of the amazing work that Ryan is doing. And, as always, for those of you that have your own Bosshole story, reach out and let us know, because we'd love to make your story part of the Bosshole transformation nation.