The difference between training a steel manufacturer and a nurse

Mitko Ivanov opens the discussion by comparing training a steel manufacturer and a nurse, revealing he has experience in both fields. He then asks William J. Ryan for his opinion. Ryan shared that he does not believe there is a difference in terms of the content, but in the results and the proficiency with which individuals perform their roles. He emphasizes the need for each person to be able to perform their tasks successfully and effectively, regardless of whether they are dealing with high-stress situations such as working with high temperatures in steel manufacturing or having somebody's life in their hands as a nurse. Ryan states that the key to success is defining and describing what a successful person does, then measuring success by a defined level of proficiency. He mentions the famous '5 moments of need' model as a guideline for this practice. Regardless of whether people are learning for the first time, expanding their knowledge, applying their knowledge, solving problems, or instigating change, success in these five areas is critical. When Mitko Ivanov asks whether employees or customers are more important, Ryan states that he believes employees come first because if the employees are successful, then the customers will be satisfied. The conversation ends with Ivanov noting that the most successful CEOs prioritize their employees over everything else.

Open Discussion

William J. Ryan delves into the intricacies and challenges of leadership, particularly in family businesses and call centers. Ryan stresses the importance of developing leadership traits among all members, beginning from onboarding. This, he adds, is crucial to effectively handle high attrition levels in some industries. He also emphasizes creating a career path that aligns with organizational goals and individual skills. This harmonious alignment, he posits, is integral in fostering talent and discouraging attrition. Ryan suggests deconstructing traditional, linear career paths into lattices that allow for growth in different directions – technical or people-oriented, depending on individual skill sets -- to encourage employee retention. Ryan emphasizes that there should be constant coaching, mentorship and constructive feedback loops present in order to ensure employee satisfaction and growth. Despite the challenges, he believes that the development of leadership skills from day one and throughout an employee's career trajectory allows for personal growth and significant contributions to the organization.

When is the best time to stop trading time for money?

The conversation revolved around the notion of not trading time for money. Mitko Ivanov and Justin Donald agreed that it's best to stop trading time for money as soon as feasible. Mitko further suggested that most people probably find their professional lives distasteful and thus achieving financial independence would allow them more time for things they aspire to do. Justin noted that making this switch doesn't happen overnight and usually requires a plan, potentially, involving different levels or benchmarks. For some, like his own wife, it might happen in a single deal, allowing them to retire, but for others, like Justin, it might take a lot longer.

What's the most exciting deal you negotiated in the past 12 months?

Mitko initiated a discussion about the deals Justin has negotiated within the past year. Justin shared that he finds mobile home park deals interesting as they can be bought at a fair price. But notable deals also included ventures in coffee, agriculture, as well as crypto and blockchain funds. He also recounted real estate deals, particularly, ones that were conducted in Austin, Texas - deals achieved due to current banking and real estate issues. He then discussed the central idea of rescue capital and how it can enable securing exceptional deals. Thereafter, Mitko shifted the topic towards tips for newbies who wanted to leave their 9 to 5 jobs. In response, Justin emphasized the importance of starting with education and surrounding oneself with experienced people in the business. He also stressed the importance of seeking mentorship and gaining experience through associations with seasoned professionals.

Finding the right operator to run a business

Mitko Ivanov and Justin Donald discuss the challenge of finding the right operator to run a business. They both acknowledge that some individuals are naturally more adept at operational roles, but caution that even if you have the skills to be an operator, it might not be the best use of your time. They also suggest looking to groups of operators or networking at peer groups as potential avenues for finding someone with the right skills, personality and work ethic. However, getting the right match isn't always guaranteed. They end by noting the importance of personality assessments to determine a potential operator's suitability.

What's the role of tough conversations in your success?

Mitko Ivanov and Justin Donald emphasize the importance of having tough conversations in business operations, especially when dealing with employees not performing up to par. They suggest that open communication early on can help alleviate potential issues because procrastination can be detrimental to the business. Furthermore, they emphasize the need to take swift action when an employee is no longer the right fit for the company, including letting them go if required, since dragging it out can have significant negative impact on the business and its culture. They also reference resources such as books and high performance coaches that can provide guidance in handling these tough conversations effectively.

The 3 most important lessons to teach kids about money?

Mitko Ivanov and Justin Donald discuss the importance of teaching kids about financial responsibility. They affirm that the most effective lessons about money come from consistent action, not just words. Activities such as regular business discussions during everyday routines offer chances for children to observe and learn. They endorse cash flow games as an entertaining method of teaching kids about money and business. Justin shares his personal strategy, mentioning frequent teaching moments, allowing his daughter to have her own bank account and life insurance policy, and regularly discussing financial statements with her to increase her understanding of finances.

Open Discussion

During this discussion, Justin Donald highlighted the important aspects of his book, which he stated is designed to be beneficial to people with both little and extensive experience in their respective fields. He pointed out that the book has been quite successful, having become a Wall Street Journal bestseller and a USA Today bestseller. It even ranks in the top 1% of all books ever sold. Furthermore, all proceeds from the book support causes such as ending human trafficking. Justin also mentioned that a new edition of the book is now available on Amazon, which comprises additional content surrounding new deals and experiences, including a segment about a Ponzi scheme in which he unintentionally got involved. Discussion also centered on the lifestyle investor mastermind and its rigorous selection process. Mitko Ivanov, another participant in the discussion, showed interest in translating and republishing Justin's book in Bulgaria.

Outlining the basics of having tough conversations with a positive outcome for all parties involved

Mitko Ivanov opened the discussion on leading tough conversations with a positive outcome for all parties involved. He and Gene Hammett first emphasized the critical importance of initiating such conversations when someone is out of alignment with their responsibilities or the company values. The aim of these discussions should be to guide the person back on track. Gene shared a relatable anecdote of a client who let a situation fester for too long causing further misalignment. He insisted that rather than allowing problems to fester, leaders should take proactive actions. Mitko agreed and brought up the danger of leaders evading responsibility. In addition, Gene outlined the importance of providing constructive feedback and understanding that things being out of alignment are a sign that a tough conversation is needed. This can lead to either a tough conversation or a quick one if things are set up correctly and trust is established.

Could you elaborate on your input on the future of tough conversations?

Gene Hammett addressed his view of the future of tough conversations. He insisted that even though you can hire people to manage tough conversations, it's important as a leader to be able to handle them directly. Leading, he suggested, means balancing focusing on your strengths with improving on your weaknesses. The future, therefore, lies with every leader improving their ability to manage tough conversations. While running a fast-growing company comes with challenges, handling misalignment and maintaining trust and accountability is crucial to overall success. Consequently, he advocated for the need for leaders to change their mindset and see tough conversations as an opportunity for growth rather than a dreaded task.

What's beyond reading the book>

Mitko Ivanov asked for advice for those who have read Gene Hammett's new book and are seeking further guidance. Gene assured listeners that he or someone on his team would be available, for now, to discuss any tough conversation scenarios. His passion is helping others to grow, align, and change behaviors. As his book is currently available at a low cost on Amazon, Gene requested that if people find his book valuable, they leave a review or share what they've learned with others. He suggested that discussing and teaching others what you've learned improves your understanding of the content. Mitko concluded the episode by affirming the value of sharing insights from the book with his own peers.

Founder's Story

The founder, Lewis Smith, kicked off with his journey from a biology enthusiast to a medical microbiologist. His trajectory took a turn when he landed a job in a major American corporation, selling medical devices into hospitals. Working in high-pressure environments, training surgeons, and constantly commuting started to deplete his passion. Smith pondered on his life trajectory during a rainy train ride, contemplating whether this is all there was to life. He shared a remarkable incident where a colleague saw a group of techies working on their startups in a café and suggested that he could be a part of a startup, too. This comment was pivotal, leading him to start his own e-commerce business using a drop-shipping model, eventually reaching an annual revenue of £1,000,000. The business allowed him to travel the globe and live in exotic locations like Mexico and Vietnam. Despite his successful business and travels, Smith felt a sense of fulfillment when he returned to the UK, started a family, and launched a coaching program to inspire others to follow a similar path. Drawing parallels with the movie 'The Pursuit of Happiness,' Smith shared how his journey resonates with the struggles depicted by Will Smith in the movie, and how he sees himself as a guide and provider for his children. The founder's story continues with him building a platform that helps others build their own e-commerce empires, particularly highlighting the business model of drop-shipping. He still grapples with the issues related to outsourcing operations and aims to inspire others fighting the same battle. His journey serves as a source of inspiration to many looking to transition from being an employee to becoming a business owner.

What are some efficient strategies to build a stable process related to outsourcing work?

Mitko Ivanov shares his experiences with outsourcing, which includes training others to accomplish tasks within deadlines, and addressing transitions within the company. Lewis Smith expresses the importance of this pivotal moment in an entrepreneur's journey when outsourcing becomes necessary, especially for those who may not have managed people previously. Through platforms like upwork.com, businesses can access a pool of talented freelancers for specific project work or on an hourly basis, without committing to an annual salary. However, managing outsourcing work has challenges, as Lewis recounts a time when his virtual assistants suddenly left, almost crippling the business. From this experience, he was able to learn valuable lessons about outsourcing. He recommends utilizing automation and systematization as much as possible before relying on human output. It might be tempting to simply hire someone to manage repetitive tasks, but if there is software that can automate the process, it would be a more efficient use of resources. He also suggests outsourcing efforts that cannot yet be automated, like engagements with customers. Standard operating procedures can help streamline work, and using tools like Asana ensures accurate documentation of these procedures. These measures help keep the business running smoothly even when the business owner is not present.

Why do people join Dropship Unlocked?

During the discussion of why people join Dropship Unlocked, Mitko Ivanov and Lewis Smith shared some insights. Ivanov inquired about the master class and the community, urging Smith to elaborate on the same. Smith explained that the mentorship program assists in making a transition from a full-time job to running an independent e-commerce business that offers financial freedom. The company does not make any exaggerated claims about overnight success but gears towards real-life scenarios and caters to a wide range of people with different professions. Smith then discussed why their approach differs from traditional dropshipping models. He has personally experienced issues with traditional dropshipping, such as long delivery times and low profit margins. Smith spoke about how his company teaches the 'home turf advantage model,' working with domestic suppliers, running Google shopping ads, and dealing in high ticket products that offer more profitability. The model requires setting up the business, building a website, finding and signing suppliers, setting up marketing campaigns, outsourcing, and business automation. Smith believes this is why people join— to replace their income and set up an e-commerce business. Ivanov found this concentration on the UK markets and reduction in delivery issues fascinating. He inquired if the model could work for people outside the UK familiar with forming a UK-based company and having an e-commerce background. Smith confirmed that members from locations like Dubai and Canada registered companies in the UK to avail of the rising e-commerce market. He also confirmed that having a former e-commerce background could be beneficial.

Open Discussion

Mitko Ivanov and Lewis Smith discuss the potential advantages of having an eCommerce background or digital marketing knowledge in the dropship industry. They agree people from diverse occupations can succeed but a familiarity with eCommerce processes can speed up results. Lewis suggests newcomers adopt a 'blank slate' approach, learning from past mistakes rather than making their own but claims prior experience could help one 'hit the ground running'. Mitko expresses a concern for people with previous knowledge, noting that they may carry barriers that prevent them from fully absorbing advice. Mistakes and missteps can also occur if businesses sell something they're passionate about. Passion may not necessarily translate to value to customers. Lewis's strategy of successful product selection includes adhering to a 9-step niche validation system, which considers existing demand and competition level promotes fairness and and partakes in bundling or offering additional perks to increase perceived value. This strategy avoids unnecessary price cutting and frustration.

What's the current goal you're chasing?

Lewis Smith shares his desire to balance professional success and his personal life, focusing on spending quality time with his family. He mentions planning quarterly meetups for the members of Dropship Unlocked to build camaraderie in person and strengthening connections among members. He aims to establish the best in class eCommerce mentorship program in the UK. Mitko Ivanov expresses his appreciation for Lewis's initiative to build a strong community, also sharing his fond memories from an eCommerce barbecue he attended.

Why there's no such thing as an average customer?

Mitko Ivanov opened up discussion on why he believes there is no such thing as an average customer, a thought echoed by Clint Dunn, who concurred that averages in eCommerce are not necessarily dependable. This is attributed to the reality that not every customer will return for future purchases making averages an unrealistic measure of the customer experience. Dunn emphasized that understanding each customer individually is paramount for truly effective business operations. Mitko revealed that the origin of his question was none other than Peter Fader, a renowned author. Fader frequently pointed out the inaccuracy of general averages in his works, yet the title of the specific book remained elusive during the conversation. They concluded on the note that understanding e-commerce on a deeper level, rather than relying on averages like Order Value and Lifetime Value, would create a better and realistic scenario.

Open Discussion

Mitko Ivanov kicked off the discussion by questioning where average ecommerce business owners and DTC founders should focus their time when it comes to metrics and data. Clint Dunn suggested the importance of being able to understand each individual customer in order to effectively predict lifetime value and churn, as well as personalizing the customer experience according to the value they bring to the brand. Following this, Mitko discussed Clint's background in predictive analytics and his work with Wild AI, before moving onto Clint's interest in working with retail brands and their challenges. Clint described the excitement of being able to analyze large data sets, providing insights into ecommerce trends, and exploring how different brands are growing. In terms of case studies, Clint described one successful test in which a fashion brand used Wild AI's prediction models to reduce the number of win back emails they were sending out, resulting in a significant increase in profitability. Another test showed the detection of significant revenue loss due to automatic cancellations of a large cohort of a brand's most valuable customers, reflecting the importance of lifetime value predictions in identifying issues.

There simply aren’t enough relevant candidates in our recruitment pipelines

Mitko Ivanov inquires from Boyan Stoyanov about issues businesses face regarding a lack of relevant candidates in recruitment pipelines. Boyan suggests that many businesses adopt a passive approach. Announcing vacancies without much else for effort leads to a recruiting pipeline that's mostly inbound. This passivity ties back to the people who oversee recruitment. Understanding it as a full-time job, like sales, would improve efficiency. Defining the ideal persona for a role is crucial, and this requires using techniques from marketing and sales. However, many companies approach recruitment passively. Small businesses even struggle more due to limited resources. For these businesses, often a single person is responsible for both recruitment and other tasks like payroll. This situation results in an obvious lack of bandwidth.

Over 50% of the candidates stopped responding and/or did not submit the assignment we gave them

Mitko asks Boyan why over half of the candidates cease to respond or fail to submit given assignments early in the recruitment process. Boyan believes this is because likely these candidates are poorly targeted or simply should not be there. Companies need to properly profile potential candidates, understanding their skill level and career trajectory. By not interviewing everyone and having a good preliminary filter, companies can avoid wasting time on candidates who are not truly interested. But the problem goes deeper sometimes, it is about companies acting out of desperation due to stringent deadlines and then trying to fit wrong candidates into roles.

We get unexpected rejections from good candidates, who went through the whole the interview process.

Mitko raises the issue of recruitment managers receiving unexpected rejections from potentially good candidates who went through the entire recruitment process. Boyan Stoyanov explains that many variables could cause these rejections. It might be because these candidates prioritize a higher salary, or they might be unconvinced that the company is the place for them to grow their careers. This situation shows a company's lack of effort in selling its mission and vision to the candidate. From the candidate's perspective, the interview process is also a means of validating the employer as a suitable place to work. Recruiters often miss the opportunity to understand the candidate and identify potential red flags or mismatched expectations early in the process. Regular occurrence of such situations is a clear indication of a fault in the company's recruitment process.

The role of the HR team in the process

Mitko Ivanov starts the conversation by pointing out some missing key elements in the recruitment systems and queries the role of the HR team in the process. Boyan Stoyanov responds by explaining the critical role of the HR team in the process of recruitment. That is, HR is expected to have the market intelligence and to carry out talent mapping, which involves knowing exactly what kind of talent the company is searching for. This necessitates the creation of a competency framework or matrix, which outlines the skills and competencies the company needs for achieving its objectives. Without the comprehensive competency framework, it wouldn’t be possible to find the right talents. To create these definitions and competency framework, HR needs to collaborate closely with other stakeholders within the company. He mentions that hiring managers have the final say on a candidate’s hiring since they are accountable for their performance later on, indicating that the hiring managers’ role is crucial in the recruitment process. He underlines that if there’s a disconnect between the HR and the hiring managers, it is impossible to properly define what they're looking for. Boyan also highlights the importance of having a clear approach when engaging the identified talent pool. Running HR, according to him, is structurally functional as they need to prepare everything and coordinate with stakeholders involved in the recruitment process. He concludes by emphasising that HR plays a huge responsibility in a company’s recruitment process. The complexity of outbound recruitment usually necessitates dedication and resources, which is why most companies opt for passive recruitment.

When is the right time to hire a recruitment agency?

Mitko Ivanov begins the discussion by emphasizing the limited capacities of people, discussing the forced passive recruitment. He moves on to ask about the correct timing to hire a recruitment agency. Boyan Stoyanov offers solutions depending upon company size and suggests the use of recruitment agencies as a surface-level solution. Recruitment agencies help fill the pipeline with candidates, enhancing the selection process. But, Stoyanov adds, they can't make decisions for a company. He acknowledges the challenges an employer faces in filtering and assessing candidates. Furthermore, he discusses the biases that often influence the recruitment process and could potentially lead to wrong dynamics within the company. Utilizing recruitment agencies is an internal decision, advised to be used strategically. If used extensively, Stoyanov warns that it could indicate internal issues within a company. He likens using recruitment agencies to a temporary painkiller that does not solve the actual problem. Summing up, Stoyanov concludes that knowing when and how to utilize recruitment agencies efficiently and wisely is a crucial aspect of recruitment.

How long should we wait for a new hire to see if they are a good fit for the company?

According to Mitko Ivanov and Boyan Stoyanov, the length of time needed to determine whether a new hire is suitable varies based on many factors. Recruiting agencies can only suggest candidates, the final decision lies with the employer. Usually, in sales, fears of a new hire not working out are seen within the first few weeks. If you see signs of reduced effort, the new recruit may not be a good fit. However, if you lack experience in the area you are hiring for, you may have to wait for results. In such cases, this can take longer, 6 to 9 months if the sales cycle is longer. For complex, senior positions, it may take 6 months to know if they are suitable. Therefore, hiring the wrong person can setback a project timeline by about a year.

Open Discussion

Boyan Stoyanov suggests that companies aiming to improve their recruitment process and increase the quality of hires would be a good fit for his services. His company, HireWorks, helps businesses build internal recruitment capabilities, which not only saves agencies costs but also provides more control and visibility over the process. His focus is on improving the match quality between the company and the candidate rather than only concentrating on reducing agency fees. He also encourages interested persons to reach out via LinkedIn or through his website, hireworks.digital.

Hop Online During The YearsParis Childress started Hop Online 15 years ago in Sofia, Bulgaria. Initially, he did not intend to build an agency, but it all happened by accident.Shift from Adwords to Content Marketing (2009 - 2012)The agency initially started with just Google AdWords as their focus for the first 2 to 3 years, before they started to migrate towards SEO & content marketing around 2012.The Content Marketing Era (2012 - 2016)The period from 2012 to 2016 saw the agency move from being majorly Google AdWords focused to SEO focused. This was also the time when Black Hat SEO was very active, and Google started to crack down on it with major updates, giving an opportunity for their white hat SEO approach. Back to PPC and Paid Social Channels (2016 -2019)Paris also covered a brief period from 2014 to 2016 when he went over to Google, and was the country manager for Bulgaria. He then returns to the agency in 2016 and shifts focus back to Google Ads and also introduced paid social channels, primarily Facebook and LinkedIn. The SaaS Era (2019 - 2023)The agency focused on serving SaaS companies predominantly between 2019 and 2023.Post 2023Currently, they are beginning a new chapter of the agency which involves new industries such as cybersecurity, education services and a resurgence of SEO and content marketing given the developments in AI.

Listen to this convo with Taylor Sanford where we uncover and delve deep into the realms of innovation and creative thinking. Taylor Sanford, an exemplary speaker, graces us with his insightful views and experiences. Use code PAMPUM15 to get 15% off your PremierSpike order. Visit PremierSpike.comWho's Taylor? He is the Founder and CEO of both the Utah Roundnet Association and Premier Spike. - He was the first person to ever host Spikeball/Roundnet tournaments full-time (starting in 2021); - The influence he got helped him build relationships that funded his next venture - Premier Spike; - He raised $50k in pre-orders without any paid advertising; - He is the founder of Premier Spike and Utah Roundnet. Today, as the driving force behind Premier Spike and Utah Roundnet, Taylor continues to push the boundaries of the industry, demonstrating remarkable resilience and innovation.Open DiscussionMitko Ivanov starts the discussion with a warm welcome for his guest, Taylor Sanford. Throughout the conversation, Mitko and Taylor discuss Taylor's journey as an entrepreneur predominantly linked with the game of RoundNet. Taylor shares his experiences, starting from his high school days when he concurrently ran a lawn mowing business and worked at a restaurant. He ventured into real estate, marketing before landing into the hosting of RoundNet tournaments which was initially for fun but later sprouted into his full-time career. Taylor creatively linked his love for the RoundNet game, his entrepreneurial flair, and his goal of creating quality equipment for the game to launch 'Utah RamNet' and 'Premier Spike'. Taylor's efforts garnered substantial interest from summer camps, PE teachers, and competitive players, contributing to Premier Spike's success. Mitko recognizes Taylor as a super-connector, acknowledging that beyond the game, Taylor managed to foster a lively community around his events.Thank you, Taylor!Mitko expresses gratitude to Taylor for sharing his journey and looks forward to playing the game himself. Mitko also proposes the idea of doing a second part of the discussion in about 6 months or right before the Christmas season. Taylor reciprocates the gratitude and bids farewell, leaving Mitko excited about the upcoming game experience.

Check CBIP Logistics' website by visiting https://cbiplogistics.com/Nick Bartlett shares his journey from corporate life to founding CBIP Logistics, driven by the need for flexible logistics solutions in the evolving retail landscape of Asia.DTC brand founders looking to expand to Asia need to overcome a number of barriers to get the ball rolling.

There are a handful of people who can provide reliable advice and cover them with adaptable 4PL logistics - one of them is Nick Bartlett, a DTC logistics leader and Director of CBIP Logistics for the past 7+ years.

The conversation we recorded a while ago was full of valuable takeaways.

I asked Nick niche-specific questions to ensure the discussion remains highly relevant and packed with actionable insights for brand founders. Don't miss out on these valuable takeaways!Adaptable Logistics for DTC BrandsCBIP Logistics specializes in adaptable logistics, customizing solutions that meet specific brand requirements.Bartlett discusses the evolution of logistics in response to increasing demand for flexibility and efficiency.Highlights include streamlining complex logistics workflows and reducing reliance on traditional, fragmented logistics models.Differentiating 3PL vs 4PLBartlett explains the difference between 3PL (asset owners) and 4PL (asset-light operators) logistics providers.Emphasis on 4PL's ability to offer diverse vendor options tailored to client needs, enhancing operational flexibility and scalability.Illustration of how 4PL supports brands looking to expand globally by integrating diverse provider networks.Expansion Strategies for New MarketsDiscussion on the importance of market diversification beyond saturated markets, accelerated by the pandemic.Case studies highlight successful market expansions into East Asia and potential growth in markets like Canada, Mexico, and the UK.Factors such as e-commerce growth, infrastructure, and regulatory considerations in market evaluation are explored.Sustainability InitiativesInsight into consumer-driven sustainability trends influencing brand practices.Strategies for brands to integrate sustainability into their operations and supply chain to enhance consumer appeal.Discussion on long-term implications and benefits of sustainability in logistics and brand reputation.Conclusion: Thank You, Nick!Recap on the importance of market expansion and sustainability for brands in today's competitive landscape.Encouragement for listeners to explore further insights and resources on CBIP Logistics' platforms.Closing remarks on the company's commitment to supporting brands with tailored solutions and honest assessments.These show notes were designed to highlight Nick Bartlett's expertise in adaptable logistics and provide a clear, focused overview of each discussed topic for the audience.

Current challenges related to engaging Gen Z

While engaging Gen Z in discussions, there are unique challenges and common misconceptions to consider. Several managers find it difficult to manage effective intergenerational communications, and often label the younger generation as having different values and work ethic. However, there is a pressing need to delve deeper and understand the real issues facing this generation. Notably, recent research indicates a crisis in the mental health and well-being among Gen Z, with an increase in anxiety due to social factors such as unprecedented levels of polarization, social media influence, and climate changes. Many believe that Gen Z struggles with a deficit of attention, but this seems to be a misunderstanding. Interestingly, Gen Z's achievements scores are quite high; however, their satisfaction scores are very low. This indicates that they’re working hard but aren’t pleased with the results. Additionally, research indicates that Gen Z is more cautious than other generations. This could be due to a perceived lack of efficacy or existential threats. They have a yearning to make a difference but may feel overpowered by larger issues such as environmental policies and ending wars. Moreover, it’s important to bear in mind that this generation experiences the highest level of loneliness recorded in history, which makes collaborative action difficult. Issues and challenges discussed only scratch the surface, and it is evident that continuous efforts are required to better understand, guide, and support Gen Z.

Defeating false urgency

In this section, Mitko Ivanov and Joshua Freedman discuss about the concept of false urgency. Everyone, at some point, experiences this, where things in life are perceived as urgent and necessitate immediate attention, even when they might not be as urgent as one believes. They debate about how this creates a culture where crisis situations get attention and how it's crucial to distinguish between what's really urgent and important. Joshua further shares his insights and suggestions on handling these situations. He underscores the 'Eisenhower matrix' which helps to evaluate what's urgent versus important. He explains that it is hard to discern which crisis situations are really important or not. He also mentions certain strategies such as listing out the long-term pieces of work to be done and spending little time each day on them. Mitko Ivanov then discusses a book on this subject and how it's an issue that has been explored in the past three decades. Joshua then stresses the importance of leveraging emotions, such as fear, to make informed decisions, instead of entirely ignoring or following them. They wrap up the section by discussing the rise of social media influence and how we often shop as a way of self-soothing to control certain emotional needs.

Next steps?

Here, Joshua provides several resources for those interested in exploring emotional intelligence further. He mentions 'The Business Case for Emotional Intelligence', a report showing how businesses have improved by implementing emotional intelligence. He refers to the measurable skills of emotional intelligence that can help improve effectiveness, raise wellbeing and enhance quality of life. He invites individuals to explore the 'State of the Heart', a comprehensive research study published by 6 Seconds. Joshua encourages those interested to take e-learning courses, join free events or even pursue a doctorate in Emotional Intelligence through 6 Seconds. He mentions that they operate with individuals, teams, organizations, and entire communities to help improve capacities and emotional intelligence.

Thank you, Joshua!

The discussion closes with Mitko and Joshua talking about the current state of the world and the need for individuals and businesses to learn and grow their emotional intelligence skills. Despite sharing admittedly pessimistic statistics about the world, they maintain optimism, noting how the development of these skills can change lives and make a difference. In times of darker socio-emotional challenges, anyone working on their emotional intelligence can inspire and bring about positivity to those around them, effectively acting as a 'bright candle' in the dark. Joshua urges everyone to continue to work on these skills, emphasizing that it benefits not just the individual, but also the people around them.