Catch the next episode of Standing Out with Cory Scheer, January 9th. As we delve into the essence of effective messaging, we also uncover the profound impact that crafting genuine narratives and leveraging customer testimonials can have on your brand's success. Corey brings his expert perspective on the importance of trust in the workplace—sharing his personal journey from the early days of developing his book to the successes of his consulting firm—and how it can transform your organization’s culture, retention, and productivity.
A word about our sponsors:
Sponsored by SPI Logistics. If you're looking for back-office support such as admin, finance, IT, and sales as a freight broker - reach out to SPI Logistics today! Learn more about becoming an agent here: https://success.spi3pl.com/
Standing Out is a sales, marketing & leadership podcast powered by BETA Consulting Group, created to highlight best practices from industry leaders with incredible experience and insights! The goal is to entertain, educate & inspire individuals & companies to improve their sales, marketing & leadership development outcomes.
Catch the next episode of Standing Out with Cory Scheer, January 9th. As we delve into the essence of effective messaging, we also uncover the profound impact that crafting genuine narratives and leveraging customer testimonials can have on your brand's success. Corey brings his expert perspective on the importance of trust in the workplace—sharing his personal journey from the early days of developing his book to the successes of his consulting firm—and how it can transform your organization’s culture, retention, and productivity.
A word about our sponsors:
Sponsored by SPI Logistics. If you're looking for back-office support such as admin, finance, IT, and sales as a freight broker - reach out to SPI Logistics today! Learn more about becoming an agent here: https://success.spi3pl.com/
Standing Out is a sales, marketing & leadership podcast powered by BETA Consulting Group, created to highlight best practices from industry leaders with incredible experience and insights! The goal is to entertain, educate & inspire individuals & companies to improve their sales, marketing & leadership development outcomes.
What's up everybody and welcome to standing out a show about sales, marketing and leadership. I'm Trey Griggs, your host and the founder and CEO of Beta Consulting Group. We're so excited that you are with us today. Happy New Year out there. Hope your 2024 is off to a wonderful start. Do me a favor if you will Check us out at betaconsultinggroupcom.
Speaker 1:We are helping companies with their messaging. You got to get the word right. You got to tell a great story and that's what we're all about is helping with the messaging and helping create testimonials to your customers can sell for you. So when you go to our website, click on that button that says schedule a meeting with yours truly. Tell us your story will help you write yours. Also, follow us on social media. I'm out there at Trey Griggs 24. You can also find Beta Consulting Group everywhere as well.
Speaker 1:Engage with our content. Tell us what you like. Roast us a little bit. Give us your best in so we can take it. We're tough, but engage with us. We love to connect with you on social media.
Speaker 1:And before we get our show started today, also want to make sure that we thank our sponsor, spi Logistics, for making the show possible. Listen, if you're a freight broker and you're just kind of tired of the back office, the admin stuff that goes along with running a freight brokerage, and you just want to stay in your sweet spot working with customers and booking freight. Be sure to check them out at successspi3plcom. They're going to take all that off your plate. They got the technology, the systems, the back office support to help you stay in your sweet spot and truly thrive. Reach out to them, let them know. You heard about them right here on Standing Out Again. That's successspi3plcom.
Speaker 1:All right, everybody, it is time to welcome our guests on the show today. I'm very excited for this guy to be on the show. He's a good friend of mine out of Kansas City, just wrote his first book and is doing some amazing work for companies around the topic of trust. Please welcome to the show the founder and CEO of Trust Centric Consulting, corey Shear. It's great to see you. Look at you. Look at you Looking all good. How are you, my friend? I'm doing good. How are you doing? I'm not even with song. I don't know what song that was. I think we just chose one for you randomly.
Speaker 2:I said you choose, I trust you completely with my walk in song. So that's how much trust I have in you all.
Speaker 1:Kind of a mellow tune we went with. I don't know, I'm not sure what that says about you, but we want mellow. So there you go, I like it.
Speaker 2:Yeah, it keeps me kind of Corey. It's good to see you, man, I had a chance to have breakfast recently.
Speaker 1:Man, it is so good to see you Tell everybody a little bit about yourself and a little bit about Trust Centric Consulting.
Speaker 2:You bet? Yeah, we, you and I were. We were eating early breakfast not too long ago. It's good to see you again, and my name is Corey and I have four amazing kids, my wife and I and our four kids. We live in the Kansas City area and we have two in college, two in Mizzou, and then we have two in middle school. They're both in seventh grade. We do not have twins, we call them functional twins. We have an adopted son, and then we have another son that was born seven months later, so we have four kids, and the company that I lead is called Trust Centric Consulting, and what we do is we help organizations assess their current level of trust among their employees and their teams, and then we walk alongside them with data and a proven framework and then a blueprint so that they can improve their workplace culture, which obviously affects things like retention, advocacy, loyalty, productivity. All of the great things about an amazing organization are deeply affected by whether or not trust is present. So that's what we get to do with our incredible clients.
Speaker 1:Yeah, and we're going to dig into that here a little bit more in just a minute, because Trust is one of those kind of obscure words, that what does it really mean? How do you build it? How do you measure it? So I'm excited we're going to get into all of that, but before we do that, a couple of housekeeping things. First of all, we appreciate you being on the show. This is round two for you. Second time on the show, do you want a coffee mug or do you want a water bottle from the show? We're going to send you whichever one you want. What do you like?
Speaker 2:I'm going to go coffee mug and I'm looking forward to the bobblehead one day.
Speaker 1:We'll just have to see about that. All right, we'll just have to see about that. But I will say this we did have breakfast recently. We had breakfast at first, watching and independent. You can kind of see this picture here overlaying right now, and what's really cool is not only is it the book that we talked about your book launch we're going to talk about in just a minute but that booth behind us I think the one that either your head's on or my head's on, I'm not sure which one that was the one. We had our first breakfast a year ago, and the idea of the book and Trust Center Consulting was just getting started, and so it's really cool to be back at that place and kind of revisit that moment and to see just how far you've come in. I mean, I'm incredibly impressed. You're a doer, you got a lot done. It's got to feel good to see that picture and to think, man, what else happened in the last year?
Speaker 2:It has been a complete roller coaster, but I'm grateful for that. I don't ever want that to sound like a complaint, but I've learned so much as a solar pernure, a new business owner, full time with this work, taking the leap from a very stable job into now what I get to do, which is more fluid and dynamic and it presents a lot of different challenges. But also, I've never looked back and I'm grateful and I'm super excited about this year coming up, because I've learned so much in 2023 that I hope to be able to apply that in 2024 and serve as to my clients.
Speaker 1:All right. So before we jump into that real quick, I wanna ask you about your entrepreneurship journey because, as you just mentioned and as many of us have experienced who are now entrepreneurs, it's hard to go from that stable job, that steady paycheck, especially when you're supporting a family. You got kids that are growing up, going to college, whatever it is. It's really hard to make that jump. What was it for you that kind of led you in that direction to say no, this is what we're gonna do right now, in this moment. We're not gonna back off from that. Talk about that mental transition for you to go from that stable job to now betting on yourself.
Speaker 2:It was hard, and it took a couple of really significant reflective months and a lot of counsel from a lot of trusted people in order for me to make that decision. I also would say that you've gotta be before you do that. You have to be really clear that you have a product or a service that it is attractive for other people to want to hire you for, and that's obviously very critical. And so one of the things that I did for a couple of years with my company was I just did a lot of testing and I was very part time. It was more of a hobby. I did what I would call.
Speaker 2:It was like a Christmas money business, where you try to get a couple thousand, few thousand bucks over the course of the year to make your Christmas better, and then, after a couple of years of that, I just I realized that the biggest constraint on growing the business was my time, and I was not gonna be able to have a full time effect of my business by doing it very part time.
Speaker 2:And so, all that to say, I made the decision to do it, and my number one focus right now as a small business owner is doing what I call as protecting the net, meaning really being mindful of expenses, investments and certain things within the organization and ensuring that I'm being very mindful that every dollar that comes into the business has a direct effect on the livelihood of our family and so having full visibility into both of those. That's what's keeping me disciplined to not go invest in all sorts of things that I would want to. Knowing that this is a young business, it's growing and I'm grateful for that, but having that, that kind of highly sensitive approach to the business, I think is something that's really helpful for any new entrepreneur.
Speaker 1:Yeah, and I think your guidance is very wise. You and I, we would have either been great partners or probably the worst partners. Because, on the exact opposite, I started a company without knowing if my project would actually make it. I was a little bit more crazy and I tend to not be as good at defending the net, I'm a little bit more of like scoring points. So I'm gonna use that analogy in terms of spending money and investing money. So we're a little different that regard, but it shows there's more than one way to skin a cat, there's more than one way to make it work. And so for those of you that are crazy like me, go for it, get started.
Speaker 1:For those of you that need a little bit more time, do the Christmas business. I like that. That's actually a really good analogy. To have a Christmas business, make a few thousand bucks, learn along the way, test your ideas out and then launch. And certainly all that work that you did helped you to really accelerate in this past year. I mean you've really made some inroads. You finished your first book. Trust Center Consulting now has regular customers, regular clients, so I think it's just phenomenal. What was it about the journey where you said the book is important. I wanna get this knocked out.
Speaker 2:Yeah, the book has been it's been a goal of mine for a long time Didn't really know what topic I wanted to write. I would have kind of like fits and stops where I would ooh, there's a cool idea for a book, and then I would write a paragraph or a chapter. And then, you know, in my Google folder I've got six or seven different kind of very initial versions of a book. But this was not only an opportunity for me to kind of share the information that I've learned over the course of the last several years with my research and my doctoral work and now my client work, but I wanted something to be portable for any organization, any employee within the organization. You know I tend to work with organizations, primarily with their executive level leadership, so I wanted something that every employee in the organization would be able to hold and digest and read and for it to be a development tool for them, Also strategically.
Speaker 2:This book writing process allowed me to gain a sharper focus on what it is that TrustCentric does as an organization and in a lot of ways this has been a manifesto for my business and this is the kind of focus that I think is important for an entrepreneur, because there's so many different options and ways to think about things and do things, but for me, getting it down on paper has been great. And then the last thing I would say is somebody told me many months ago that when you write a book, it's basically the best version of a business card ever. And there's something about handing a book to somebody or connecting with somebody on LinkedIn and just saying let me just throw a book in the mail for you and they'll get it in a few days. And then they are now invited into the manifesto of your company and what you're passionate about, Like what a powerful medium with physical print copy like that.
Speaker 1:Yeah, it's really genius. And so the book is closing the trust gap. I'm very fortunate I have a signed copy. Look at that, everybody. I get a signed copy from Corey hand delivered, and I wanted to ask you about this because, as I've been reading through the book, I really enjoy it. Very well written, you're a great speaker and communicator, no matter what. But you write in here. At one point you said organizational trust is like electrical power you don't realize how much you depend on it until it's gone. I love that analogy and I think there's a lot of truth in that. And one of the things that you focus on is is really understanding or being able to evaluate with metrics, with numbers, how you're doing as an organization when it comes to trust. Talk a little bit about some of that work that you're doing for companies and why that gap exists. I mean the book is closing the trust gap. What's the cause of that trust gap?
Speaker 2:Well, there's so many factors that cause the trust gap and you know, one of them is just when you have an organization that's full of people, there's opportunities for gaps to occur, because we have different ways of thinking, we have different experiences, we have different personality dynamics, we have different ways that we measure success, and so those working dynamics Create opportunities for gaps to be to be created, and if left unchecked and if normalized within an organization, those gaps and trusts can really become problematic. And the other thing that has occurred in the last couple of years is with COVID and the great resignation. I mean, in 2022, 50 million people left their jobs, and so that massive turnover of a third of the workforce Left their organization, and so when you think about how that affects the organization where the employees left, also employees going into a new organization and this, this kind of new dynamic with new people all of these create opportunities where they can have a gap because of what they believe to be true and the organization may or may not be true. And when there's no communication, when there's no commitment to problem solving, when you have people who may not necessarily be as Component as they could or should be to do the job, then these are. These are the opportunities I call them. These are like the seeds of distrust that can begin to be Lay down and then, over the course of time, those seeds will grow.
Speaker 2:As those seeds grow, it creates a forest. When there's a forest created, it becomes very, very difficult to navigate. So the rule of a leader is to ensure that you're identifying. Are there any current gaps and trust? If so, what is the dimension? What? How wide are they? And then how do we close the gap? I also feel that it's not about investing time and energy and money into bridging the trust gap. Bridges are expensive and they require a ton of engineering. Like let's fill it in, let's close the gap, then we don't have to worry about building bridges, let's just close it and then that way we can walk on common ground, as opposed to worrying about creating another structure that spans, something that is problematic in an organization.
Speaker 1:Yeah, and to be clear of what we're talking about with the trust gap. We're talking about how leaders perceive trust in organization and how frontline employees perceive it, and what's the difference between those. Because a lot of times leaders think everything is going well, they think there's a high level of trust within the organization, but a lot of times, when you talk to the front end workers, a mid-level manager, some somewhere in there it doesn't match up. How do you assess that? I mean, how do you even get to understanding what that gap looks like from a numerical data perspective?
Speaker 2:We. So we do a quantitative approach Primarily where we have what what we call our organizational trust assessment. It's 49 data points, it takes seven minutes to take the assessment. It's completely anonymous. It also there are qualifiers within the assessment.
Speaker 2:So it asks how long have you been in the organization? What level of the organization are you in? What is your perceived role in shaping organizational culture? So when we get all of those variables plus the data, we can then start cross-tapping that data to paint a clear picture of what their current gaps are in trust. We also nest all of that data within this theoretical framework that we call the structure of trust, and so we ask questions around each of the three building blocks of trust one around competency the building block of competency with several questions, and then around problem solving and then around Demonstrating care for others. So these are the things that, as we begin to evaluate and kind of hold up the mirror in front of an organization, we can then start introducing the framework, get them on the same page and then start developing a blueprint so that they can move forward and Start creating conditions for a better reality within their workplace culture.
Speaker 1:So the cliff notes of it is if you have somebody who's competent their job, who has the ability to solve problems and who cares for people, those are kind of the building blocks for really establishing an organization that's a high level of trust throughout.
Speaker 2:That's exactly right. Those are the three building blocks. That's been proven by data to be true in terms of somebody's trustworthiness, and if you think about so, if you think about somebody in your past maybe a past work experience that you trusted the most, I would bet that they were probably very high on all three of those levels. And then, conversely, somebody that you trusted the least, I would assume that at least one of those building blocks was at zero or very, very low, and that's what creates those gaps in trust, and if that becomes the norm of the organization, it has a dramatic effect on many different KPIs within the organization. And so the challenge is, when you're not aware of what the source of the gap is, you're only responding to the effect of the gap. That becomes very, very challenging for an organization and frustrating.
Speaker 1:Yeah, I've definitely had leaders or people in an organization that I had low levels of trust with because they just I felt like they didn't know what they were doing or I certainly didn't feel like they cared about me. And it impacts how you feel about somebody, how you trust somebody with your career, with your job, with your livelihood all that stuff really matters. It doesn't sound difficult there's only three building blocks, but yet it is. What are some of the tips and action steps that you provide some of your clients to help overcome some of those?
Speaker 2:Yeah, one of my favorite ones is in the building block of care for others, which that is by our data and our research shows that caring for others is the lowest of the three building blocks typically for an organization, so lowest meaning easiest to achieve. No lowest meaning it's receiving the lowest rating, so it's creating the most amount of distrust because of all Okay, got it.
Speaker 2:We typically hire people based on competencies. We train towards that. We have problem solving. You know, overall, fairly good problem solving in many organizations, but where we see some of the bigger gaps is when we talk about caring for others.
Speaker 2:From our research, what we see is that the number one way to demonstrate care for others in a practical way is simply to listen to others in a way that is active. So one of the one of the tools that I share with people is when the next time you're in a conversation, think about the nine one ratio, so nine questions for every answer that you provide. So imagine your next conversation with a leader or a team member or a frontline employee or a customer. Before you offer a suggestion or an answer, you have to ask them nine different questions Like that nine one ratio.
Speaker 2:If you do that, if you're consistent in your approach about ultimately putting their needs before your own, that inherently is trust building, and so these are the things where it you're right. It's not difficult, it is simple. We complicate it because we bring in lots of different definitions of what we feel is true within the organization and, as a result of that, it can muddy the water and it begins to create some of these gaps. Simple is true, but it's not necessarily simplistic to strengthen trust, because we've got to be committed to that being a priority 100% of the time.
Speaker 1:I'm not going to lie. Nine questions seems like a lot, which tells me I have a lot of work to do in this area. I probably like to talk a little too much and need to ask a few more questions along the way, so it's a great reminder to think about asking more questions and listen and not be distracted either. You know one thing I found with virtual meetings versus in person meetings. I mean, if I'm with somebody, it seems like it's easier to focus on them and to be connected. And virtual calls sometimes, because we have screens, we've got you know cell phone going off or whatever, it seems like it's easier to get distracted. I think that's a big part of it, as well as just being really focused in those conversations.
Speaker 1:Again, not a difficult, but something we struggle with, something we all tend to need a little reminder from time to time to focus on that. So I love that it's all in the book. Plus, you also offer coaching and consulting as well. So you got the book. But what's the other side of the business? How could people benefit from working with trust center consultant?
Speaker 2:Yeah, the main side of the business is four different areas, whether it's consultative work with teams and organizations or executive coaching. I've got lots of clients that I work with from an executive coaching standpoint. I do different workshops two hour, four hour, full day workshops with executive teams or midline managers. And then the final thing is speaking and doing various speaking engagements, including key notes, and one of the highlights for last year in 2023 was I was introduced by you to Jen over at TMSA and I had the privilege of serving TMSA in the executive summit with an opening keynote. It was a past. I hung out with them the rest of the day, I learned so much about logistics and it was awesome. I would absolutely call that experience at the TMSA executive summit a top, top experience for 2023.
Speaker 1:Yeah, I was really excited you got to do that. I was bummed that I didn't get to be there for it, but I'm glad you got to do that, and I'm excited for other events that I'm going to be emceeing, that you're going to be speaking at and get a chance to work together, which is awesome, and so I love the fact that you got to do it. I'm sure there's more of that coming in 2024, here as you think about your goals moving forward. Before we get to that, though, quick website where can people get connected with you to learn more about trust centric consulting?
Speaker 2:Yep. Trust centric consultingcom is the website for the company, or if you just Google trust centric consulting and then the book, you can go to Amazon and look it up or go to trust gap bookcom.
Speaker 1:Love it Very good. Okay, we got to play a game. My friend, this is a new game we've been playing. It's a lot of fun. It is called wavelength.
Speaker 1:Okay, here's how it's gonna work. We have eight rounds, corey, and here's what happens is we're gonna put up a banner and that banner's gonna have a category and a letter, and what we have to do is we have to think about the same thing to see if we can kind of come up with the same answer. We gotta try to get it the same. So we gotta be on the same wavelength here to try to figure that out. Do you have anything to write with, like a piece of paper and a pen? My chance, I do. I've got one right here. Very good, we're gonna write them down on paper.
Speaker 1:When you hear the gong, when you hear the gong sound, we'll play that here real quick, just so you know. When you hear the gong sound, that's when we gotta display our answers. All right, so you only have a little bit of time here. Okay, so you're gonna write your answer down with everything it is. We gotta be on the same wavelength. No hints, we'll see how well we do. All right, let's hit it First. One first option here A TV show that starts with a B, a TV show that starts with a B. All right, all right.
Speaker 1:TV show that starts with a B. I got two options here. I'm not sure which one to go with.
Speaker 2:I have no options right now. No options.
Speaker 1:okay, let me see if I can get one over to you. Let me see if I can just send one your way. Come on wavelength. And it's TV, not movie TV show, tv show that starts with a, b. I know you probably don't watch a lot of TV. That's why I'm kind of thinking I might be, I might have the wrong thing here, but we'll see. This'll be our practice round. Corey, this is a practice round, so Okay. Let's just see what we got here. Okay, here we go. All right, okay, what do you?
Speaker 2:got, I got baseball. That's all I could think about.
Speaker 1:That could be a TV show that'll work. I have the Big Bang Theory. I was in between this and the Brady Bunch. I was kind of between the two of those. So I went with the Big Bang Theory.
Speaker 2:There's not a lot of TV shows with B, so there's that.
Speaker 1:Except those two have double B's. That's kind of weird. So, okay, that was all right, so that's done. Okay, let's move it on Next one. Next one we got here. We got a food that starts with a G A food. Okay, I think I got one here Food item that starts with a G, food item that starts with a G. What do we got? Oh, this could be, this is gonna be good. I can tell Okay, what do you got? I went garbanzo bean.
Speaker 2:Wow, that is we're going at time again that's right, I went grape Grape.
Speaker 1:I think you were friends over at GLS for the notepad here Appreciate that.
Speaker 2:We have six more rounds.
Speaker 1:All right, well, we're over two. It can only get better. It can only get better. Okay, oh, this is stuff. A movie that starts with a V. We need an easier letter Movie that starts with a V. Oh, wow, oh, wow. Okay, I think this is a movie. I don't know if it is. This might not be a movie, but I'm gonna try it.
Speaker 2:You're writing too many letters. Yeah, we're all Writing too many letters. Yeah, I can tell.
Speaker 1:I'm all in. How many did you write?
Speaker 2:I wrote one.
Speaker 1:Oh yee, it was a TV show that became a movie. No, I did not know that. I wrote Valentine's Day. Surely that's a movie out there somewhere. I don't know.
Speaker 2:Or on the. Maybe it's on the. What's that network that plays family movies all of the time?
Speaker 1:Well, lifetime is that one. Lifetime yeah one of those, yeah, might be Lifetime. So, okay, all right. Okay, all right. What's the next one? Famous actor with a J. Okay, famous actor with a J. Here we go. Oh, first name. Okay, hold on, hold on. Are we doing first name or last name? First name, first name it starts with a J.
Speaker 2:I think we're gonna get this one.
Speaker 1:You think so Okay, there's only one that's coming to mind and I just I have a feeling this is not it, but I'm gonna go with it.
Speaker 2:Oh wait, I'm gonna write it in two. I'm writing down Jamie Foxx and JLo. Oh man, those are both.
Speaker 1:Jamie Foxx is one of my favorites. The only thing I could think of was John Hamm. I don't know why. I mean, he's not even my favorite, it's just the only thing that came to mind, probably from top down or something. Okay, well, corey, we're 0 for 4, okay, so we gotta get at least one. That's the goal. Can we get at least one? Here we go. Song title R Song title.
Speaker 2:R. We got this Okay all right, I think old school, old school.
Speaker 1:Okay, I'm writing too much, I think. Okay, I got Rockin' Around the Christmas Tree, I got gosh, that is old school, they're both old school. They're both old school, but yours was better than mine. Okay, that was terrible. Okay, we're 0 for 5, everybody. I just want you to know this this has never happened, Corey. We have never gotten shut out in a game of wavelength. Just want you to know this this could be record breaking, no pressure.
Speaker 1:No pressure, all right, okay, we got a movie starts with a G, a movie that starts with a G, oh man, a movie that starts with a G.
Speaker 2:Wait, we just talked about a food that started with a G.
Speaker 1:Cause it was a group. Yeah, now we're on a movie that starts with a G.
Speaker 2:Okay, well, let's go with Grape and let's just continue on that.
Speaker 1:All right, okay, it's Black. Yes, yes, we did it, we got one.
Speaker 2:Oh my goodness, that's the guy I was like you can table talk. You can table talk if it's already been answered like that.
Speaker 1:We can take okay, all right, so that's okay, all right, that's good, okay, all right. We got two more. We got a chance to okay, two more. Tv show that starts with an I, oh, wow, okay. Tv show that starts with an I, oh man, oh gosh, I'm blanking. No, no, this isn't good.
Speaker 2:I'm just glad that we got grapes or rats, like that's all that I cared about, because I didn't want to be shut okay.
Speaker 1:I got one. You're not gonna get it, but we're gonna try. I mean this is just random. I mean I get it and if you do, that'll be really. You got anything. I got nothing. We got ice road trucking. I showed truckers Okay we are one for seven, this might be the worst game of the wavelength we've ever. Only one we get. That's actually fitting. That's fitting, okay, alright, last one, final round. Here we go final round and then we're gonna, we're gonna call famous singer you, how about famous go?
Speaker 1:famous band famous band yes, yeah, I'm a spander singer. Yeah, yeah, either one. Either one, that's correct. Famous band or senior, either one, that's right, you too, baby. Oh, that was, oh, that was terrible.
Speaker 2:okay, well, that we're gonna be able to get to a point where you could invite me back without feeling ashamed.
Speaker 1:We're gonna have to work on wavelength because that was not our best one ever. Okay, so we're gonna. We're gonna wrap this one up, corey, real quick. 20, 24 is upon us. What are some of the goals for 20, 24, for you, for for trust center, consulting, for the book? What are you going after?
Speaker 2:Yeah, the book. You know I I Really want to Find opportunities to where, when I'm doing speaking engagements or workshops, that that Organizations and teams would, they would take the book and utilize it as a book study to continue the conversation. So that's one of my big goals and then another. The goal is I'm in the process of of Inviting people in who want to be certified in the assessment and certified in the content that we share, and that's off to a really good Start. So want to continue to grow that and then ultimately continue to serve the clients that I have and the clients that will get in 2024. So it's gonna be a busy year.
Speaker 1:Dude, you're so humble man Like you know, like a book sales like yourself, 5000 copies or something. You got a number like what would be a good number of book sales. What would like just throw something out there. What would you think?
Speaker 2:I mean 5000 would be. That would be an incredible Amazon. They get. They get their share for sure, but I Awesome absolutely, and it's worth it.
Speaker 1:It's a phenomenal book. Corey, listen, Thanks so much for being on this show, man. Always good to have you on here and I'm excited to do some work with you. I think we're gonna be doing an event soon, coming up together and some other things, so really looking forward to that. But again, thanks for being on the show round to. This is second time, man.
Speaker 2:We're gonna get you on here again and we will close our gaps on our wavelength. I believe that we got it.
Speaker 1:We got it. We got it work better. That was embarrassing but it's fun. It was funny the way Corey. Thanks so much, man. We'll see you soon. All right, everybody, make sure you come back every Tuesday for episodes throughout the new year. Again, hope your new year is off to a great start. Be sure to pick up that book at trust gap Dot com. And again, thanks to our sponsor, skelly logistics, for making a possible success dot SPI 3 pl Dot com. Check them out and we'll see you again next time around. This is standing out. I'm Trey Griggs, see ya.
Speaker 2:You.