00;00;00;02 - 00;00;30;15
Coach Dora
Welcome back, amazing leaders to season three of Building Leadership Community Podcast. I'm your host coach Dora Mendez, and today's episode is going to transform the way you think about leadership. We often talk about leadership as something we do, but what if leadership is something we embody? What if the way we show up the cues we send, the energy we bring can shape an entire organization from the inside out?
00;00;30;17 - 00;01;15;27
Coach Dora
Today we're going to get into something really amazing. We're getting into the neuroscience, the psychology, and the biology of leadership with two extraordinary experts. These experts are revolutionizing how leaders adapt, connect and thrive in today's world. Our guests are Dr. Christopher Eaddy, a leadership psychologist and NLP trainer and founder of Rapid Change Group, and Lisa Oborne, a licensed life coach and leadership practitioner whose heart centered approach bridges the shop floor to the executive suite.
00;01;15;29 - 00;01;49;21
Coach Dora
By the end of this conversation, you will walk away with practical tools to become more resilient, more adaptive, and more authentically present as a leader. You'll understand how to close the gap between intention and impact, and how to lead not just from your head, but from your whole being. This episode is an invitation to embody leadership at the highest level with clarity, authenticity, and transformative power.
00;01;49;23 - 00;01;54;15
Coach Dora
So settle in, take a breath and get ready.
00;01;54;18 - 00;02;19;21
Intro-outro
Hello and welcome to Building Leadership Community Podcast. I'm your host, Dora Mendez. I am the founder and CEO of Coach Dora LLC. Our guests will be entrepreneurs, small business owners, and community leaders that drive social impact. It can be lonely at the top, but it doesn't have to be.
00;02;19;23 - 00;02;31;09
Coach Dora
It means so much that you join us week after week for these conversations that you are back with us for Season 3 of Building Leadership Community.
00;02;31;11 - 00;02;56;04
Coach Dora
It can be lonely at the top, but it doesn't have to be. That is the reason we started this podcast. If you're new to building leadership, community, we are so glad that you are joining us today. Please don't forget to like, share and subscribe so you never miss an episode! Say hi in the comments! We love hearing from you, so we have a great resource for you, to share with you today.
00;02;56;07 - 00;03;22;16
Coach Dora
Do you have a friend, a loved one, struggling with what to do next in their career? Are you struggling with what to do next in your career? I get it. I've been there. I've spent many years on the other side doing the hiring, wearing my human resources cap. That's why I've created something that will meet you right where you are right now.
00;03;22;17 - 00;04;06;02
Coach Dora
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00;04;06;02 - 00;04;33;07
Coach Dora
On the other side of the table. This is a real playbook. I've seen the process. I can give you insights from a hiring manager perspective. Reshape messaging that elevates your skills. Bring forth the strongest, most compelling, compelling part of your experience. And finally, confidence not by hyping you up, but by showing you, even on paper, who you already are.
00;04;33;09 - 00;04;45;18
Coach Dora
You deserve a resume that reflects your brilliance, not your burnout. If you're ready to relaunch your career with intention, the link is in the description below.
00;04;45;21 - 00;05;30;26
Coach Dora
Now, let me tell you a bit about our two incredible guests today. Dr. Christopher Eaddy is a seasoned leadership psychologist and NLP trainer, and the visionary founder of Rapid Change Group, a firm that has been leading leadership development and organizational transformation worldwide since 2002. His work is nothing short of groundbreaking. He designed a 90-day leadership curriculum for Tony Robbins, presented behavioral change models at Oxford University, and has consulted globally from the United Nations to Fortune 500 companies.
00;05;30;28 - 00;06;19;13
Coach Dora
Christopher's latest initiative, QS for leadership, brings cutting edge insights and neuroscience, positive psychology and what he calls the biology of business to help leaders embody resilient, adaptive leadership in real world settings. Joining him is Lisa OBorne, a licensed life coach and leadership practitioner known for her practical, heart centered approach that connects every level of an organization. Lisa's dedication to growth authenticity helps clients bridge the gap between intention and impact, making leadership not just a position, but a way of being together.
00;06;19;14 - 00;06;54;24
Coach Dora
Dr. Eaddy and Lisa empower leaders to thrive through authentic, clear, and adaptive leadership, guiding individuals and organizations to transform from the inside out. And today, they are here to share their experience and insights directly with you. Let's bring them on to the stage and I'm going to hold for an applause. Hi. How are you? I am so thrilled that you're here.
00;06;54;26 - 00;06;59;26
Coach Dora
So I think I'm going to tell the audience a little bit about how we discovered each other. Yes.
00;06;59;27 - 00;07;02;18
Lisa OBorne
No, that would be wonderful.
00;07;02;20 - 00;07;31;18
Coach Dora
So, Dr. Eaddy and Lisa, I'm so thrilled that you're here because this show is all about leadership. And you all reached out to me. You know, we've gotten 13,000 views on YouTube. Are we have a thriving audience across all the podcasts. You know, the different channels. And I was so over the moon to learn that you discovered our little show and that you want to pour into our guests.
00;07;31;20 - 00;07;53;11
Coach Dora
And you all approached me and we had such a wonderful conversation. And it is so, so validating that what we're doing here on our show is backed by science. And so I am just thrilled for our audience to learn about each of you, your stories. And I just know that, folks are going to get so much out of this.
00;07;53;13 - 00;07;57;21
Coach Dora
So who who wants to start with?
00;07;57;23 - 00;08;24;26
Lisa OBorne
Sure, I can start. And I'll sort of share how I got into this and got into leadership. And you might and you'll probably laugh when you hear about it, but that's okay, because they're all connected, right? Nothing's independent of each other. And for me, it started with the coloring book. So we're going to think way back. And when we all started coloring and you think, oh, this is wonderful.
00;08;24;26 - 00;08;26;22
Lisa OBorne
And you color purple.
00;08;26;22 - 00;08;28;01
Coach Dora
Elephants with.
00;08;28;04 - 00;09;01;18
Lisa OBorne
Polka dots, and you're so excited that you've become innovative and wonderful. And what happens? Somebody taps on your shoulder and goes, elephants aren't purple. The fur. That's one of the first experiences that you have that shut you down and starts to make you think, I'm not right. I'm not doing what I'm supposed to do. I'm wrong. We bring in that stress very early on, and I think that's an important thing.
00;09;01;18 - 00;09;24;04
Lisa OBorne
And it's something I realized very early in life is these type of things happen. And this is what sort of has helped with the leadership of realizing, where are you stopping people as opposed to letting them be human and excel and grow and really bring that innovation? And it can be as simple as going back to that memory.
00;09;24;04 - 00;09;28;14
Lisa OBorne
How many times have you told people that they're coloring wrong?
00;09;28;16 - 00;09;50;25
Coach Dora
You know, it's I just I love what you said about that. I, I've personally never done that, but I, I recall, you know, I was a doodler in school and my son is a doodler, and, and it wasn't till I learned later in life that doodling is actually a really means you're thinking on many different levels.
00;09;50;27 - 00;10;18;20
Coach Dora
And there were people wanting to control and sort of like, manage the classroom with so many students. And even though your doodling wasn't hurting anyone or doing anything, it was just something like the classroom management. Like they wanted to control. So it's so interesting that you bring that example up, right? So Lisa, can you tell us is that how is that how you started your leadership journey?
00;10;18;20 - 00;10;22;19
Coach Dora
And then the how can you sort of segue how you connected with Christopher.
00;10;22;26 - 00;10;36;13
Lisa OBorne
And sort of that's how I started, because I realized a lot of times, even when you go into a room, you feel that same energy, that lack of connection, just like you did with somebody telling, you're not coloring, right. You go into a team.
00;10;36;13 - 00;10;37;07
Coach Dora
Meeting.
00;10;37;10 - 00;11;03;22
Lisa OBorne
And it doesn't matter if it's virtual or in person. You can tell the minute you walk in that room who makes you uncomfortable, and that can be the leader from the team members. Everybody. And I got into leadership because I wanted everybody to feel heard, to get respect, to really feel like they matter, as opposed to this person's more important than you and everybody putting each other down.
00;11;03;22 - 00;11;25;17
Lisa OBorne
And I wanted to change that level of how people feel. And probably, you know, I had got into that. I was doing that at the company I worked for. I was trying to get people to think differently, change the way that they think. Yes. On the side. I was doing it in people's personal life, but it was something newer in an organization.
00;11;25;19 - 00;11;45;16
Lisa OBorne
And I met Christopher at that company as well. At SAP. He joined and it was a wonderful thing from that level. And all of a sudden we were working on a project together, and it was looking at changing the culture, how ironic and everything just moved from there. And that was about a decade ago.
00;11;45;18 - 00;12;12;22
Coach Dora
So it was so what what a great story. So you guys have been working together for ten years. So Doctor Ed, can you share a bit about your leadership story? Kind of like how it began for you. And it's a perfect, you know, baton from Lisa to you with respect to how you, started working together, I love to learn a little bit more about your the genesis of Dr. Eaddy's leadership journey.
00;12;12;25 - 00;12;33;03
Dr. Christopher Eaddy
Well, when I was younger, my way out of the situation that I perceived that I was in was education. And so I didn't stop until I got my PhD. I'm going to do whatever I want to do, like whatever comes to mind. I'm going to do it. So there were times when I thought, you know what? I just want to be outdoors.
00;12;33;03 - 00;12;54;16
Dr. Christopher Eaddy
I want to I want to find out what it means to work and construction. Well, in doing that, I ended up in a leadership position doing inspections for America's gas and oil pipelines out in the middle of nowhere quite often gave me a very different perspective of how people work in the real world. And I've also worked in an emergency department.
00;12;54;18 - 00;13;26;00
Dr. Christopher Eaddy
So I've been around health care, I've been around law enforcement, both at the North Carolina Department of Justice, etc. so I've had from a lot of different perspectives, and even as a professor, middle school teacher, high school assistant principal, and those perspectives have given me the opportunity to look at what really makes organizations tick. And it's what I've discovered is it's deeper than just our systems understanding that it's systems and how we treat systems as a core.
00;13;26;01 - 00;13;50;01
Dr. Christopher Eaddy
It's really about people. And that then gets to the core. When we talk about organizations and organisms, they come from the same root word. They are biological in nature. And basically our businesses and organizations are models of our human biological systems.
00;13;50;03 - 00;14;21;03
Coach Dora
So it's so interesting because we share that in common. We both started in the public sector working in some kind of role helping our community. And I started in law enforcement as well. And investigated employment discrimination complaints. And that's how I segue into human resources. So I find it's all for I always love hearing the stories and and I love hearing how how much we have in common that respect.
00;14;21;05 - 00;14;43;22
Coach Dora
I also teach, I teach the next generation of leaders. And so this is a great segue. I'd love for you to share a little bit more about what community means to you. And, and how that informs you know, how and how that drives your, work and your decision making.
00;14;43;24 - 00;15;08;04
Dr. Christopher Eaddy
I think it's at the core of both my philosophy in terms of how I became and how I think about not just the human condition, but we as human beings inside of organizations and communities. Because I don't I don't think we can get away from the very fact that we all share the same biology. But, you know, from a, I guess you call it a neurological perspective.
00;15;08;07 - 00;15;41;09
Dr. Christopher Eaddy
0.1% of human beings are wired differently, which means if the rest of us are wired the same, that there's some commonality that's by default. So when I think about community, it's really the filter of looking at myself. When I look at others and thinking, you know what? We share something that's so much deeper. And if I honor that first, it becomes very difficult for me to elevate people at certain levels and say this person's title means more.
00;15;41;14 - 00;16;12;23
Dr. Christopher Eaddy
Then back to what Lisa was saying. How we get to this person's more important than this other person, etc. I think for me, that's where the tie is, is really looking at that shared biological central nervous system. Lisa, I like to say that the central nervous system is the first culture of every organization because long before the CEO comes out and is announced, long before policies are put in place, the contemplation of working for an organization allows people to begin to look at things and evaluate things.
00;16;12;23 - 00;16;29;29
Dr. Christopher Eaddy
And a central nervous system is going: “is this a safe place to work?”. How are they going to be treated? Am I going to be treated fairly? I'm going to be treated inclusively. Am I going to be abused, bullied? So the central nervous system is working long before organizations show up in the public sector, so to speak.
00;16;30;02 - 00;16;59;15
Coach Dora
So, before I, before I ask Lisa to respond, what I'm hearing is community for you is culture. It's the culture of an organization. And because we're so much there's we have so much more in common as people. Right? The people are at the center, that it's the culture, the culture, the commonality is really what is the community that you're working in?
00;16;59;15 - 00;17;18;16
Coach Dora
Is the organization. So for you, the community of an organization, it's the people. And what we have in common is that okay, great. So I got it. I just I love getting to the to the nugget. Lisa, what's what's what does community mean to you.
00;17;18;18 - 00;17;44;21
Lisa OBorne
For me I'll put it in simple terms. Community is a place where I can be authentic and there's no fear of being me. No need to wear the 85 masks and pretend to be something else to make everybody happy. Community for me, is really that where I'm safe, where I have that feeling and where it goes back to where Christopher talks about the nervous system.
00;17;44;28 - 00;18;14;04
Lisa OBorne
I'm one of these fortunate people. I know some other people can say it's not fortunate if my nervous system is not aligned. I know instantly because that's where for me, his nervous system shows I'm no longer at ease. I can tell I'm stressed and some kind of something shows up. Whether it's mental, physical, spiritual, I know right away if I'm not in the right community because I will get disease almost instantly.
00;18;14;06 - 00;18;42;00
Lisa OBorne
And I think it's so important for many companies to even think about this in organizations, because if you're finding and that's a very good mark for people to think about, even when you're thinking about the nervous system. Nervous system usually results in stress, results in some kind of impact. If you're finding that your organization, the people, the processes are sick, there's a big problem.
00;18;42;03 - 00;18;51;18
Lisa OBorne
And if it starts up-ticking the wrong way, you no longer have a community. It's gone so that I can see it in the outcome.
00;18;51;20 - 00;19;03;04
Coach Dora
So I guess when you say sick, I guess that's like with a term like toxic culture. I'm saying like the sick, the sickness will be like, that's how you would define like toxic culture, right?
00;19;03;08 - 00;19;17;14
Lisa OBorne
But you with people, if you see even from an HR perspective, you have a lot more people on sick leave taking days off, taking holidays more than normal. It's automatically telling you your culture has gotten toxic.
00;19;17;16 - 00;19;43;23
Coach Dora
So, so what I'm hearing, so community is something that we share together because we have in common and then it's also a place where you can bring your authentic self. Yeah. And so that's what I'm hearing from you and often in here and you know at Coach Dora and at Building Leadership Community we often say that authenticity is a superpower.
00;19;43;25 - 00;20;16;29
Coach Dora
But I want to, follow that up, because something recently happened where I had a colleague who had to, unfortunately, let someone go because they were in the community. They were creating a toxic factor. Right. And they had to let the person go. It wasn't about like dollars and cents. It was really about like, trying to stop the culture from becoming toxic.
00;20;17;01 - 00;20;46;02
Coach Dora
And the person said, well, you told us we need to be authentic. So I, I wonder if you can speak to you can be authentic, but there's also accountability. Right. There's a, there's you also have accountability. So you can bring your whole self to work and your best self to work. But you're but you're still accountable. So can you speak to that a little bit about sort of how would you approach that.
00;20;46;02 - 00;20;53;23
Coach Dora
Like, yes, we want people to be authentic, but how do we balance that with making sure that people are accountable?
00;20;53;25 - 00;21;23;06
Lisa OBorne
So I can share a little bit and what I've done in meetings and workshops that I've been in and different things for, I've helped leaders before we started anything. Let's take ten, 15 minutes because I don't want them to where I was in the prior meeting or the prior experience when they walk into this, whatever that was, go outside for ten, 15 minutes alone and just be there.
00;21;23;06 - 00;21;53;15
Lisa OBorne
Let all your thoughts go away. It can be breathing, whatever it is that makes you calm, because sometimes what I have found is it's not the person that's bringing that toxic environment, it's what they just left and they keep carrying it through. And a lot of times when they get into a clear space and I usually say outside, because there's very rare times when you can just go outside in nature and not just feel calm and have release.
00;21;53;17 - 00;22;23;28
Lisa OBorne
And once you do that, you can really see what's authentic versus what it impacted it. Because I've been in some of those meetings and exactly what you're saying, it starts off and oh my gosh, it feels so toxic. But then you find out later and I've taken people aside and given what happened, this isn't normal for you. Their kid was sick or mom was sick, or they had to do a hospital run or everybody was running late, or there was a car accident that they got stuck in.
00;22;24;04 - 00;22;47;23
Lisa OBorne
They spilled their coffee. Whatever it is, there were things that led up to it that never left. And the minute they got in that room, all it took was somebody to say good morning with a smirk and just chuckle. And it's making sure that people come in with that clear energy, as opposed to bringing with them what they just went through.
00;22;47;26 - 00;22;58;20
Lisa OBorne
And that's a lot of what. I do what I think about, and I allow people to really resonate with. It's not just.
00;22;58;22 - 00;23;10;03
Lisa OBorne
There's usually an impact. It's not just their authentic self. There's something that caused it, and it's finding out that route and seeing can it be dealt with or are they just.
00;23;10;05 - 00;23;11;27
Lisa OBorne
Normally miserable.
00;23;12;00 - 00;23;38;17
Coach Dora
So that's the whole intention versus impact sort of the intention versus impact. So you want to you can only be your really be your authentic self and kind of shed, you know, whatever trauma or whatever, if you feel safe in the space and then you can then you can bring that forth and and bring your best self.
00;23;38;19 - 00;23;44;28
Coach Dora
So doctor, any can you share your thoughts about accountability?
00;23;45;01 - 00;24;22;10
Dr. Christopher Eaddy
Yeah, I, I think Lisa's right there. I think your conclusion is the bridge that brings it together, which is it really starts with intention. Because if you think about it, maybe biologically, when you have someone to the example that you gave inside of the human biology as we know it, when a cell which is designed to have it has functions, things that is supposed to do a certain way is supposed to be, hey, it's not an issue that that cell brings its intention or its its authentic self to whatever it does.
00;24;22;13 - 00;24;44;26
Dr. Christopher Eaddy
Because if that cell has been damaged, it's doing its intention. It's doing exactly what it's supposed to do. It doesn't mean that its intention is good for the system. It doesn't mean that the intention is healthy for the system. And sometimes the cell has to be removed, which is obviously the purpose of excision and surgery, etc. sometimes to remove those cells.
00;24;44;26 - 00;25;14;26
Dr. Christopher Eaddy
I mean, obviously there's other kinds of treatments. So I think it's perfectly normal in a human capital situation from a human resource perspective that often times when you have to let people go, if we think about our business as organizations, biologically, these things actually begin to make sense. Now, obviously we wouldn't want to do that with healthy cells as in the lay off process, etc. there's got to be some alternatives because the human body does it differently as well.
00;25;14;28 - 00;25;38;27
Dr. Christopher Eaddy
Human body does not say, hey, look, I like the community of cells down there, that hand. But, I think we need some resources over here. So let's cut off a hand. So oftentimes, you know, a tree never does that as an organism. Organism system, a living system. It doesn't do that either. So I think it's really important to think about our businesses biologically.
00;25;38;27 - 00;26;01;03
Dr. Christopher Eaddy
And that's the perspective of the biology business is if we just think about ourselves, we literally think about ourselves as the organization. How would we treat the cells inside of our body? We wouldn't put a bandaid on something that was miserable under our skin. We'd change something in our system. It would build up our immune system or something.
00;26;01;06 - 00;26;13;24
Coach Dora
I kind of like the way you you're framing it. I feel like I'm talking to like, you know, doctor House or something. Except Dr. Nice, except your nice.
00;26;13;26 - 00;26;14;06
Lisa OBorne
I.
00;26;14;12 - 00;26;36;01
Coach Dora
Know, because I have this image when I was, like, all of a sudden, like the graphic image of, like, our cells in our body came into it. So, I always put things in terms of, like, pop culture. If you follow me, if you know me, I'm like, I'm a big I watch way too much TV. But, I would love for you to tell us a bit about Cues for Leadership.
00;26;36;03 - 00;27;03;13
Coach Dora
Like what? Because I know that's, you know, a new sort of, like, recent, thought leadership strategy that you've been putting out there and working with organizations. Can you share a little bit about cuz for leadership, what that's about, what this means, how that can support organizations, the health of organizations.
00;27;03;15 - 00;27;34;07
Dr. Christopher Eaddy
Absolutely. So from the “Biology of Business” is where it hails from it's also from the behavioral audit framework which is treating a business like you would treat yourself going to a doctor where the questions that you'd have to answer are either indicative of other things going on. So it really does give any leader an opportunity to really look at the organization like a doctor would look at, not just what you're ailing from, but looking at you as a system, so to speak, to understand you, the organism.
00;27;34;10 - 00;28;02;14
Dr. Christopher Eaddy
I think the bigger thing when it comes to cues for leadership is Lisa and I come from the same perspective, and I think we sort of bumped into that sort of doing training kind of back into each other, like, oh, you think the same thing. It became easier to not convince people, but to allow people to discover their authentic selves by showing them their biological self in a work environment.
00;28;02;16 - 00;28;25;03
Dr. Christopher Eaddy
What that did was it allowed them to see themselves, how they fit into a system, how they fit into the organization, and it gave them a sense of purpose. And so the Q framework for us is about calibrating the system. What does that mean? That means your central nervous system is always looking, it's always interpreting. And sometimes it simply means a reset.
00;28;25;05 - 00;28;49;09
Dr. Christopher Eaddy
Lisa strategy of going outside that is a central nervous system. Reset something that you do to calm yourself, something that you do to reset yourself. So one of the things that we do is we help people understand that's not just rubbish. Now, we were very fortunate at SAP. They would give us time during the day, inside of the day for meditation.
00;28;49;11 - 00;28;49;27
Dr. Christopher Eaddy
And so you.
00;28;49;27 - 00;28;54;24
Coach Dora
Share for our audience and our viewers what is SAP?
00;28;54;27 - 00;29;26;20
Dr. Christopher Eaddy
SAP is a very large ERP, software company. They're times, you know, it's right there in the third, fourth largest software company with all of the different assets that it has. It's a very large organization, a hundred thousand person plus organization. And Lisa and I were working on leadership initiatives to transform. And literally what we discovered was if we're going to move through the transformation, not just from a technological perspective, it's got to be a people perspective because it's got to be people first.
00;29;26;20 - 00;29;29;00
Dr. Christopher Eaddy
Technology has never been first.
00;29;29;03 - 00;30;17;13
Coach Dora
So I love how you say like, it's not just, like woo woo, right? This is there's real science that that back this because a lot of people think, when we're talking about authenticity and leadership, that those are like feelings and that has nothing to do with, driving profit or results or business or operations. So, Lisa, can you speak to how, you know, these are just like concepts up here, you know, or like, they're they're they're they are real, concrete, result driven strategies.
00;30;17;16 - 00;30;27;28
Coach Dora
When you're looking through leadership through that lens, how it how there's real result driven strategies that help your business thrive.
00;30;28;00 - 00;30;57;14
Lisa OBorne
And I think I think that's a great question. And a big thing about this is, of course, I like to give examples, right? Christopher loves to give the science. I give it through examples. It's just it's just how we match. And if you think about driving, which we've all done, what happens to you when you drive and all of a sudden you get stuck in traffic or somebody cut you off, you get angry and what happens to your breathing?
00;30;57;14 - 00;31;24;19
Lisa OBorne
It gets faster, you get tense. You kind of like change your whole posture. And if you were in that same room, when you're in a meeting, take that same approach. You're in a meeting and somebody says something that's completely unaligned with you and it makes you mad. What do you do? You tense up, your breathing changes. It's usually quicker.
00;31;24;22 - 00;31;47;10
Lisa OBorne
It's not near as deep. You're stressed. It changes the way you react. It changes the way you respond. It changes the energy in that room that that can be proven because we've all experienced it and we all go through that. If you're walking down the street and you're trying to get across the road before it turns red and the car cuts you off, what do you do?
00;31;47;12 - 00;32;08;12
Lisa OBorne
Same kind of reaction, right? You get tense. When you get tense, you change the energy you make. You make the wrong decisions because you're reacting on anger. You're not reacting on any facts. You're not thinking about it. You're not letting it go through and say, okay, what's good, what's bad, what's right? What do I really need to consider?
00;32;08;12 - 00;32;33;16
Lisa OBorne
You're not looking at facts, you're just looking at reaction. And that's what we consider to be normal. So when you're saying about the there's not scientifically proven as much, it actually is because the minute that you slow down, you calm, you breathe deeper, which, you know, for me is usually going outside. But the minute that you get rid of that.
00;32;33;19 - 00;32;55;01
Lisa OBorne
Reaction from an emotional perspective, all that logic starts to come back. You become more innovative, you get more ideas, you're able to get more people participating in the room because they want to join you on the journey as opposed to the other, like with the car, they want to cut you off too. I probably hit you very different, right?
00;32;55;01 - 00;33;04;14
Lisa OBorne
How much great ideas or change are you going to get in an organization when everybody wants to hit you versus working with you?
00;33;04;17 - 00;33;34;04
Coach Dora
So when I so when I hear the boss because I get it, you know, I'm, I'm right with you. But I'm thinking of our audience and our listeners and our viewers, some who are emerging leaders, are striving to be leaders because we all know leadership isn't you know, it isn't a job title. But when I hear the things that you're saying, I hear how those are great things for your personal life to not just your professional life.
00;33;34;06 - 00;33;56;15
Coach Dora
How do you approach conflict resolution, how you approach problem solving? I would love for you to share, some advice for the next generation of leaders. Something maybe you wish you would have known or would have told your younger self. I'll start with you. Christopher.
00;33;56;18 - 00;34;28;20
Dr. Christopher Eaddy
Sure. Wow. That's, that's a loaded question. I think what I would have liked my younger self to understand or to know that the hustle was real. It was worth it. And the bottom line is where I thought I couldn't because I didn't pursue it. I should have had the experience as I was finding out, as I become more of a seasoned human being, that that's part of what life is about.
00;34;28;20 - 00;35;04;28
Dr. Christopher Eaddy
It's about the experience. It's not a place or a destination or achievement or a title or position. It's about the experience. Because when I take it from that perspective, I'm able to give something back from it, as opposed to thinking that I'm constantly taking from it. I think that the bigger focal point, from my perspective, at least when it comes to what is it that I would want people to to get from the journey that I've shared is simply what Lisa said.
00;35;04;28 - 00;35;32;03
Dr. Christopher Eaddy
And I'll say it a different way. When the front part of your brain is on the back, part of your brain is off. This part is emotions. This part is logic. And when this part is on, this part is off. And when this part is off, this part's on. And so it becomes very difficult when you're highly emotional to be logical, as would be the experience of every person.
00;35;32;03 - 00;36;00;10
Dr. Christopher Eaddy
I mean, insurance company, no, they know that. And so they charge rates differently, at least in the Western Hemisphere United States. They charge rates differently by gender because they know when the brain is maturing and how emotional people will be at certain ages. So it is scientifically understood. And there's a lot of obviously, there's a lot of money made around the fact of the simple fact that as human beings and we don't change, we don't become not human beings.
00;36;00;10 - 00;36;13;03
Dr. Christopher Eaddy
When we go into organizations. And so to Lisa's point, it's very easily understood that if I'm in my emotions, it becomes very difficult for me to attend to my duties. Logically.
00;36;13;05 - 00;36;51;29
Coach Dora
So, what I'm hearing from you is first, the hustle is real and the hustle is worth it. So it's worth it. And and for from your perspective, because you, you took sort of this very scientific approach to understanding how the brain works and self-regulation, and you're sharing that with others, which I think is fantastic. And, Lisa, can you share, what advice you would want to give, emerging leaders, maybe something you wish you would have known when you would tell your younger self.
00;36;52;02 - 00;37;20;08
Lisa OBorne
Minds a little bit different? Because people have asked me that question regularly, and I would say I would have my younger self tell my older self instead, I reverse it because my younger self was patient. My younger self didn't want to be controlled by the hustle. My younger self wanted to stop, think things through, be logical, not run on emotions.
00;37;20;11 - 00;37;54;26
Lisa OBorne
There is a part of time I got caught in that trap, so I wish my younger self would have told me not get stuck in that trap for a certain period of time, because I've gone back to with the way I thought and the way I behaved and the way I acted. At 25. So I love that I knew more, I knew and realized at 25, and I got pulled into the world that I decided wasn't for me, that I already knew many years ago.
00;37;54;28 - 00;38;28;08
Coach Dora
I love that. I love that you've kind of flipped the script, because we're always learning and we're always growing no matter what stage we are in life. I really, truly believe in lifelong learning, and I love that you flipped it, that you that you call on your younger self to help you now and, in this stage of life to really guide you in.
00;38;28;11 - 00;39;10;01
Coach Dora
And, it's almost like when I, when I hear what you saying, I recall, I think about how I was fearless when I was younger. Like, I would jump off 23ft diving board with no fear. And now you wouldn't catch me up there because I hadn't. I've gotten now I have fear. I was jealous when I was younger, and I would love to bring back that sort of more risk taking, risk taking, you know, I had no I was so fearless when I was younger, and I think I would my younger self would tell my older self to take more risks.
00;39;10;03 - 00;39;35;06
Coach Dora
So Lisa, I that is something I, this that's the first for our show and, both of you, this is a first for our show period. Just having to, to folks, a team, folks that work together. So can you share with our, our listeners and our viewers how you guys work together, how folks can work with you?
00;39;35;09 - 00;39;44;01
Coach Dora
You know, what would you like our audience and viewers to to know about your work and how you guys work together?
00;39;44;03 - 00;40;09;18
Dr. Christopher Eaddy
I think it's important for people to understand that their their message is important. Your message is important. And so if you have a message and Lisa and I can help you get that message out, and particularly if it's congruent with, you know, obviously the connection is what you're understanding in terms of the work that Coach Dora is putting out in the effort to understand community.
00;40;09;21 - 00;40;31;08
Dr. Christopher Eaddy
If that's if it's to root with that, then just reach out to us. You can reach out to us at [email protected]. Both of us receive that email. We've scheduling options. We do do a podcast. And I can tell you that you have to pardon my voice, please. And recovering from an illness, we try to make it fun.
00;40;31;10 - 00;40;51;07
Dr. Christopher Eaddy
That's our perspective with everything that we do, is that human beings learn more when they're having fun. And so just reach out to us. There's options for just a quick conversations. If there's something that we can give to you and you get on your way, particularly from psychological or coaching perspective, you know, we're not in that place where we're saying, hey, look, you know, it's all it's about business.
00;40;51;10 - 00;41;01;11
Dr. Christopher Eaddy
Now, we've gotten to that point in our life where it's about what can we do to help you be happy and then be grateful for that happiness. That's the ultimate reward.
00;41;01;13 - 00;41;26;16
Coach Dora
I want to thank you both so much. You've given us a lot to think about, a unique perspective for this show. I'm so thrilled that you're there. Folks are going to hear what you have to say. I'm going to ask you to hold on. Just a little bit as we, roll our closing credits.
00;41;26;18 - 00;41;45;28
Coach Dora
I think we could. We could talk forever. I could tell you guys are so fascinating. I could talk to you forever, but we don't have forever. So, hold on a minute. And, thank you for joining, building leadership community podcast. Don't forget to, like, share and subscribe.
00;41;46;01 - 00;42;15;11
Coach Dora
You've been listening to Building Leadership Community. Watch on YouTube @CoachDoraM. Listen, wherever you get your podcasts, follow me on LinkedIn, Instagram, and YouTube @CoachDoraM. Visit me on the web at CoachDoraMendez.com. Hosted by me, Dora Mendez. Produced by Dora Mendez and Dylan Rogers. Graphics, editing, and sound mixing by Dylan Rogers.
