Keys to Leading a Human-First Culture

If you want to learn the keys to leading a human-first culture, join us for this MFG eCommerce Success show to hear Tina Marie St.Cyr, CEO, Bonfire Coaching, share how organizations can use core values and effective communication to develop and lead a human-first culture and surpass their goals.

If you want to learn the keys to leading a human-first culture, join us for this MFG eCommerce Success show to hear Tina Marie St.Cyr, CEO, Bonfire Coaching, share how organizations can use core values and effective communication to develop and lead a human-first culture and surpass their goals.

Tina is an Executive Leader and Master Coach who helps companies, executives, and individual contributors reach milestones, establish foundational systems, grow exceptional teams, and position their unique value.

As a certified Master Coach, Tina works with firms that offer challenging, complex, and rewarding business development initiatives where she can help leaders drive results in an ever-changing, competitive marketplace.

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Tina has led global business development initiatives and project teams overseeing multi-hundred-million-dollar, multi-cultural high-level projects. She is also the creator of the proprietary Bonfire Method for achieving results. This initiative has helped over 10,000 professionals progress far beyond their individual capabilities.

The guest has a BS, Organic Chemistry and a BBA, Management Information Systems from the University of Houston, a Ph.D. scholar, and a Masters, Holistic Nutrition from Clayton College of Natural Health, plus multiple coaching and human development certifications.

Damon and Curt start this session with matchless energy, setting the stage for an engaging discussion. Curt warmly welcomes Tina and asks her about her childhood hero.

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Tina explains that her hero is a combination of influences. Firstly, her father, Jim, played a significant role in her life, and she fondly referred to herself as a “daddy’s girl.” Tina also expresses her love for sports. Moreover, her family often attended Oilers and Astros games. Additionally, she mentioned a special memory where she celebrated her second birthday on the mound with the legendary baseball player Johnny Bench. However, today Tina’s family serves as her biggest inspiration.

The host asks Tina about the origin of her passion and expertise in leading a human-first culture. Curt is curious to know where the spark and passion for becoming an expert in this field come from.

Tina expresses her love for humans and the importance of valuing and connecting with team members as leaders. She believes developing strong leadership skills and fostering a culture beyond written values and missions is vital. Tina’s focus has expanded to address the challenges brought by AI, “bringing in such a different dynamic that is creating pain, confusion, and a mass exodus of people out of the industry” to start their own companies.

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Curt playfully acknowledges the increasing heat in the discussion and jokingly asks if there’s a garden hose nearby to cool down. He eagerly asks Tina to enlighten the audience about what human-first culture entails and to provide a comprehensive description.

Tina begins by acknowledging technological advancements, including robots, AI, and the integration of human-like features. She weighs in on these developments’ fascination and potential impact while recognizing the need to confront the fear and uncertainty surrounding them.

Although embracing AI and technology is crucial for individuals and businesses to thrive in the future, Tina advocates for a human-first culture where employers prioritize their employees’ well-being and core values instead of solely focusing on cost-cutting measures and automation.

The guest encourages individuals to develop their intuition, engage in emotional conversations, and preserve the essential elements that make us human in the face of advancing technology.

Similarly, Tina refers to Bob Dylan’s quote, “Those that are busy being born are busy dying,” emphasizing the significance of embracing change and growth.

Damon, agreeing with Tina Marie, highlights AI’s impact, particularly with Chat GPT’s release in October 2022. He suggests embracing these changes as part of the evolving landscape.

Tina then discusses the disparity between the exponential growth of technology and the slower pace of human adoption. She envisions a future where technology becomes a partnership, freeing time for individuals to focus on personal development and solve humanistic problems. Tina expresses excitement about being among thought leaders and working towards meaningful advancements in humanity.

Curt asks Tina for advice on creating a better human-centric workforce, particularly for those who grew up in an environment where emotions were often suppressed or unimportant.

Tina talks about taking time to develop human relationships with colleagues rather than solely focusing on project plans and performance metrics. She suggests measuring a person on the basis as they advance in listening skills, follow-through, organization, courageous questioning, and handling feedback effectively. Tina advocates for recognizing and incentivizing these vital skills, often referred to as emotional intelligence (EQ), as they are crucial for company culture and success in the face of advancing technology. “I call those human-first cultures.”

Curt raises the topic of courageous questions in challenging situations and silent vengeance, where individuals may create workplace drama instead of addressing the issue directly. She seeks further insights on how to handle these situations effectively.

The guest suggests that companies should establish a foundation of assuming no ill intent in communications and not taking things personally. Tina mentions “The Four Agreements” by Don Miguel Ruiz as a valuable resource for this mindset. She also advocates for leaders to be open about their communication styles and encourages team members to seek clarification and engage in courageous conversations instead of making assumptions.

Curt asks Tina about the difference between intelligence (IQ) and emotional intelligence (EQ) in the workplace. Tina explains that emotional intelligence involves understanding and embracing the full range of human emotions. She maintains that emotions play a significant role in guiding our behavior and decision-making. Tina highlights the importance of allowing emotions to be expressed rather than suppressing them, as it can hinder our creativity.

Similarly, Tina mentions the concept of having an “adult temper tantrum” as a way to release pent-up emotions constructively. Tina believes that emotional intelligence should be valued and cultivated in the corporate world, as it contributes to innovation, problem-solving, and overall well-being.

Curt asks Tina about her secret sauce to “this level of enthusiasm and passion” that makes her consistent throughout her career.

Tina expresses her passion for her work and aversion to boredom and the mundane. She shares a personal experience of almost dying in her early 30s, which has taught her to value every day, moment, and relationship. She believes everything is a blessing and a miracle, and she chooses not to dwell on imperfections or negative experiences.

Curt is interested in exploring how to transform the mundane aspects of the workforce into magical and dream-like opportunities within a human-first culture.

Tina says that we must avoid getting stuck in the mundane aspects of work. She encourages individuals to take charge of their growth and advancement, whether working within a company or running their own business. Tina suggests seeking discomfort and pushing oneself outside the comfort zone year in and year out.

Likewise, Tina highlights the concept of the “tall poppy syndrome,” where successful individuals are sometimes criticized or targeted for standing out and achieving greatness. She encourages people to embrace being tall poppies and not be afraid of having their “heads cut off” metaphorically.

“Man, was that juicy?” exclaims Curt.

Tina discusses the concept of an emotional quotient factor, which assesses the humaneness of a company. She emphasizes the importance of prioritizing the well-being and engagement of employees, as they are the greatest asset in any organization. She mentions the upcoming release of an assessment tool that measures the emotional quotient factor and offers guidance on building a human-first culture. Interested individuals can visit bonfirecoaching.com for more information.

The show ends with Damon and Curt thanking Tina Marie for her time and valuable insights.

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55:14

SUMMARY KEYWORDS

tina marie, human, damon, love, advance, daymond, culture, call, technology, mundane, tina, year, robots, bonfire, advancements, humaneness, person, man, grow, marie

SPEAKERS

Curt Anderson, Tina Marie St. Cyr, Damon Pistulka

 

Damon Pistulka  00:04

Oh hey, we’re live. Welcome everyone it is Friday and what does that mean? That means it is time for manufacturing ecommerce success our Friday edition and I’m one of the CO hosts of the show Damon Pistulka Right over there. Is that pretty guy? Hurt Anderson? I Coast Way hurt

 

Curt Anderson  00:25

Damon Happy Friday my friend. What a How was your birthday this week that is still going on. Like is it so it was

 

Damon Pistulka  00:32

it was incredible. I had a great day.

 

Curt Anderson  00:34

Okay, well hey, happy we’re just continuing continuing that Party Happy Birthday. But to this is, man, I turned my pacemaker up for this one. I’ve been up since like four in the morning. I am like juiced. This is going to be fire and I’ll explain why in one second, but

 

Damon Pistulka  00:53

not only fire, but it’s going to be a bond.

 

Curt Anderson  00:56

It’s a bonfire, dude. It is a big bonfire. So guys, I want to introduce my dear friend the lovely the amazing that one of a kind. Tina Marie St. Cyr. Tina Marie. Happy Friday. How are you?

 

Tina Marie St. Cyr  01:09

Happy Friday. I am doing awesome. It’s so good to be with you. So thanks, Kurt. Thanks, Damon. It’s awesome and happy birthday.

 

Curt Anderson  01:17

Yeah, he’s a special guy, man. His wife spoiled him all week. And so we’re gonna dig in. We have tons to uncover. So everybody out there, drop us a note. Let us know that you’re there. I dropped Tina Marie’s LinkedIn and her website in the chat box. You definitely want to connect with Tina Marie, and you’re gonna find out in a couple minutes why this is a must.

So Tina Marie, we have tons to uncover. You are the CEO of bonfire coaching. You’re certified in about 1000 Different things you have like just as you are just a the entrepreneurship is just in your DNA. We have so much uncovered we’re gonna be talking about human first culture, human first culture before I go there.

I have a question for you. Yes. Now we just heard a great story. You’re coming to us live from Houston. We just heard a great story of how you and your family ended up as a little girl in Houston growing up since two years old if I’m not mistaken, as a little girl growing up in Houston, Texas. Who was your hero?

 

Tina Marie St. Cyr  02:23

Hero well, okay, so it’s a half and half an answer on that. Half was my dad. I was daddy’s girl and I grew up loving sports. We would be in the best section for all the Oilers games in the Astros games. And second birthday was actually on the mound with Johnny Bench. I

 

Damon Pistulka  02:43

thought oh my goodness.

 

Tina Marie St. Cyr  02:45

I dropped the pitch to start the game. And so my dad and I we were sports. He’s taught me pool, you know, otherwise known as Billy. Love the dude, right? And then the other is my mom. My mom was a strong warrior woman can do attitude and a great cook. So I got the blend. I’m a sports being go Astros. Yay. And, you know, I’m also a great cook.

 

Curt Anderson  03:15

Wow. Okay, well, let’s unpack that for a minute before we dig into our hot topic. Daymond Johnny Bench so for those I know not to go back to that day. Man who feel the jealousy just coming through Johnny Bench. Are you kidding me? So

 

Tina Marie St. Cyr  03:30

I’ve met Terry Bradshaw. Yeah, so like, oh,

 

Curt Anderson  03:34

you know what? i Oh, my God. I have a funny story. When my wife and I we go to baseball stadiums. Were at a baseball stadium one year we were here in Houston. And I’m like, I’ve got to use the metro. So I run back and I thought I you know, I want to get back for the national anthem and who throw the first pitch and I missed it. And I come back to my seat. My wife’s like, Hey, who’s Earl Campbell. I’m like, first pitch. Are you kidding me? And guess what? Tina Marie, I have never missed the first pitch of a baseball game ever since Damon so

 

Tina Marie St. Cyr  04:06

Exactly. To fold it, man. You just need to hold it. Yeah, girl.

 

04:11

Are you kidding me? I

 

Tina Marie St. Cyr  04:12

love her. Oh, Campbell. My dad knew Earl Campbell. That is strange, because he got given a Corvette, like, back in the day and I sat on the hood of his Corvette waiting for him.

 

Curt Anderson  04:24

Did you know I got more. I got more nice. FOMO Alright, mom and dad’s name. What’s dad’s name for us, please. Yeah, it

 

Tina Marie St. Cyr  04:32

is Jim.

 

Curt Anderson  04:35

Hey, how about where your mom and Jeanne

 

Tina Marie St. Cyr  04:37

Jeanne? She’s awesome.

 

Curt Anderson  04:40

Okay, so big shout out to Jim and Jeanne. So, man that that was a great story, Johnny. Jason, we might have to incorporate some baseball trivia and

 

Tina Marie St. Cyr  04:50

of course the entire show.

 

04:53

Baseball trivia cards. Oh, yeah. Oh, yeah.

 

Damon Pistulka  04:58

My family got me He’s for Christmas and I roll through them just to

 

Tina Marie St. Cyr  05:02

keep it sharp. We got to have another just you admitted

 

Curt Anderson  05:05

on trust me I’ll be on that show as well. Alright, so let’s dig in. Let’s dig into our hot topic. We are here to talk about humans first human first culture. If you were talking last year was big people over profits people real profits, you’re making a transition human first. We’re going to dig in, we’re going to unpack them. It’s like pain. Sandy, we’re talking about sports. It’s like playing sandlot football. today. We what’s every play and saying like football,

 

05:32

go go deep.

 

Curt Anderson  05:34

David, go deep. Well, we’re going deep and open. First vertical,

 

Tina Marie St. Cyr  05:38

elbows together on the couch.

 

05:41

There you go. We’re going

 

Curt Anderson  05:42

deep. So we’re, we’re going to uncover we’re going to unpack and we have the authority, the expert on the subject to get there, Tina Marie, where did this Damon watch what I do? Where did the spark? Where did this passion I couldn’t help myself? Where did the spark Where did the passion for being an expert in this subject of human first, where did this come from?

 

Tina Marie St. Cyr  06:05

Well, thanks for asking, I love humans, I really do. And it’s the the biggest asset we’re ever going to have in any business, whether you’re starting out and you’re having your first VA or your accountant or your first person to team with you and your vision, your ID and your delivery of who you are, what you are, and why you are all the way up to huge corporations, which I’ve come from. I’ve been team leaders of massive organizations and great teams.

And if we do not have skills and ways to enroll the people of our team, and really connect with them, which we are in a huge deficit of over the last three years. If we don’t have the skills as leaders, quickly, our role of a leader can become a drain.

And I’ve met so many leaders that say yeah, one of the promotion, I got the promotion, yay. Because that equates to new lifestyle, new salary, new benefits, things of that nature we have that want to grow and excel, yet it also comes with responsibilities. And that means you’ve got to lead your people. And so many leaders think they want it and then they don’t. And so what I love is working with leaders who love leading people, and if you don’t yet love leading people, we need to transform your perspective, your thinking your soft skills, as they call them, which I don’t think they’re so soft anymore.

They’re needed are vital. And the want to have people really know what it means to have a culture. It’s more than just your core values and some type of written mission vision or, or promises on a website that you forget to even refer to anymore, or live from.

And so I’ve been culture centric since I started my consulting and my coaching business because it matters to me, humanity is not going to evolve if we don’t pay attention and help each other. And then I moved it into AI specific because that’s bringing in such a different dynamic that is creating pain, confusion, and a mass exodus of people out of industry into trying to create their own company. So I’m ready to talk about it. Everything in between and then on top, underneath and all of it so hopefully that answered your question.

 

Curt Anderson  08:19

Damon is getting hot in here. Is it just me already? Do you have a garden hose nearby so like it’s really heat up? The Bonfire is cooking so let’s hey, let’s give a shout out. We’ve got Darcy our dear friend, our beloved Darcy. Love you my friend. Thank you for joining us today he’s in Houston. So guess what we call her Whitney Houston. So we got some other friends again, drop us a note. Let us know that you’re out there. Give us a hello you definitely Absolutely. You want to connect with Tina Marie here today. And lots of exciting things going on. So I to team right let’s take it to the next level.

And guys, you’re just getting power of people. Yeah, the soft skills aren’t so soft anymore. Okay. You’re going to little sliver of the mic drops that are coming our way. Tina Marie, for folks that this is new to K humanists. I’m 54 I don’t know if humaneness has ever come out of this mouth. Right. So this is a whole new you’re gonna this is like class. This is masterclass right now. Yes, it is. Enlighten us, human first culture. What is it? Describe it, lay it on us.

 

Tina Marie St. Cyr  09:30

Okay, well, first, I want to say that the future is here. And we as humans and humanity are already behind. So what that means is that if we truly check in with ourselves, there’s plenty conversation right now. If you’ve seen Boston Dynamics in any of their their videos on I mean, I love watching them who loves watching Boston Dynamics and their little dogs that dance right? I love that and then they have the big robots that are Doing everything.

And then there’s the AI where they have, they’re teaching them emotions and facial structures and responses. And they’re thinking, and they’re very human like in their way of being all of that is programmed. So alongside the fascination, and the wow, is the holy crap. Where is this going to go? And what does it mean for not only humanity? But selfishly? What does it mean for me as a contributor, as a professional, as a business owner, as someone who wants a future?

And how do I either marry and join in with AI, that what you resist persists? So how do I bring it into me and and dive in and have courage and learn how to use it? Or do I let the fear of Where’s humanity going, I remember hearing my grandmother say this on the porch as we snapped peas in Mississippi, all the features go into Hades, right? And they’re going, they’re saying, These youngsters aren’t going to value what we gave them. And we’re all going to, you know, you remember those conversations, and it’s awesome. We’re still at that conversation. It’s just a different conversation with different components.

And it’s called robots, AI, intelligence, and altra, intelligent dynamics and mappings and assessments and things that are we need to lean into it. So human first culture means employers, we need to make sure that we are putting our humans first in our considerations of our core values of our culture of our mission and our vision and where we’re going instead of because it’s going to be easy to do.

And I’ve seen it already happening. Instead of thinking, well, we can cut costs here. We can automate this, we don’t need a huge workforce, we can have them work from home, is that really good or bad? And what does it mean to be human in a blended environment or an industry where AI is going to be doing the majority of human work?

Where do humans go from here? How do we grow ourselves? How do we have these conversations with our employer to open up the curiosity and get a game plan for this now? And What rules do we put in place to have us remain human and not allow technology to take away the very core element of who we truly are? And that is our empathy, or emotional intelligence, our intuition, I beg to differ, I do not believe programming a robot, or whatever we end up calling them to have intuition is even doable.

And so with humans, we need to lean into how do we develop our intuition? How do we speak from that in a corporate sense? How do we lean into our gut feelings? How do we lean into having emotional conversations and not taking it personally, or thinking people need to calm down, we have an entire range of emotion that is valuable in a human essence. And we need to give all of our staff the freedom to fully be human in the future workforce, which is absolutely right now. Yep.

 

Curt Anderson  13:29

On our little show, we have these things called moments of silence where like when just wisdom brilliance expertise is just like, laid on us together. We just want to take a second and just kind of just savor the flavor man. And you know what you just mentioned grandma, and you know, at the gate what we describe it as number of grandmas at Sunday dinner Daymond. And like, everything grandma may just tastes a little bit better, you know, like the pie the you know, like Dr. Murray that was just like, that was like grandma’s Sunday dinner right there. It was so good. Let’s keep the party going.

Okay, so you’re talking about what’s what’s happening. Technology changes, and like you said, you know, 100 years ago when planes trains automobiles, that was a radio, TV, I mean, it’s, it’s, you know, the printing press how you know, 500 years ago, right? It’s, this is never progress has never not occurred, right. This is not new. But when you’re in it, and it’s a new you laid it what’s in it for me. Let’s talk about risk.

Okay. Technology at time was a Bob Dylan times are changing quickly, right? I love this. Mass hysteria. I’m dogs and cats living together. Damon, what movie was that? Anybody remember that one? Nope. Ghostbusters 1980. area. It’s got Bill Murray. It was dogs and cats living together was happening here. It’s like Ghostbusters all over again.

 

Tina Marie St. Cyr  14:53

Even so the advent of the internet. I mean back whenever that happened, like what? Yeah. And how do we use it?

 

Curt Anderson  14:57

What is right right What

 

15:00

is the internet thing? So

 

Curt Anderson  15:01

I hit great comments here.

 

Tina Marie St. Cyr  15:03

By the way, I have another Bob ism that I love to, or Mr. Robert Zimmerman that I love to quote. And it’s those that busy being born are busy dying. So that’s what we’re talking about here. We’re busy being born, we need to learn how to lean into it and ride the wave instead of being crushed, by the way. So

 

Damon Pistulka  15:22

let’s get really is I mean, it really is. And the thing I was talking yesterday with someone about AI, and it really kicked into the public spotlight, when chat GPP hit last year in October, right. And just think what it’s done in that it’s seven, eight months. Yeah. It’s crazy. So I mean, the the the rate of change is accelerating with this. And I think, yeah, totally. It’s, it’s not going to replace a lot of things. But it’s going to replace some very mundane things and some things that we should be embracing, right, that they’re change.

 

Tina Marie St. Cyr  16:04

And the truth is we want to so there was a graphic, and I don’t have one to share with you. But I can tell you about the graphic, right, by the way, Hi, Lynn, great to have you here. I’m, the graphic is this. So picture graphic where you’ve got, you know, x and y, and you’ve got human adoption of technology as one line, and you’ve got the rate of advancement of technology as another line.

So the rate of advancement of technology is an exponential hyperbole. I mean, it’s just going out the roof, right, very short timeframe right now for the expansion because it’s advancing so fast. In fact, if we think about it, right now, there are technologies that are already advanced, that haven’t even hit the news, we have no clue about them. And the two areas where most advancements happen in technology, are medical, and government. So most of all of the advancements we’ve ever adopted, even the microwave oven itself was first under government, that’s how it was funded.

So if you look at that graphic, or picture that in your mind, the human adoption, the ability for humans to adopt, and implement, and work with new technologies is much slower. In fact, as you advance, we think, you know, the youngsters got it. Like I remember whenever my kids were playing, you know, like all the video games, and they’d hand me the controller. And it was almost just a joke is, Hey, Mom, the controller and they had a bat, how fast can she die?

And so I don’t even play games anymore, because I don’t need to be the butt of that job. But the advancement in the adoption of technology is great when our brains are young. And then I’m sorry, I’m almost 54, Kurt to it just declines. And I don’t think it declines because our intelligence, our ability to adopt technology declines. It’s because we as a aging population, learn new ways to do things.

And technology hasn’t been the operating mechanism for that, right. So we need to embrace technology, utilize it and then advance ourselves. So the third line I invite us to picture in there is how am I growing my humaneness to advance who I am. So that technology becomes a partnership with me, so that I lead, I’m all about having Rosie the robot, clean my house, and especially clean my cat box.

And so and I’m also really great at saying robots, you can clean my car, you can do all my grocery shopping, you can do all this stuff. You can even post my social media. But what am I going to do with my time, and that’s what we’re up against. Kurt, you mentioned the risks, we’ve got two different parallels that are going to happen and you’re probably already seeing one is people are going to become even more lazy.

Because they’re gonna stop thinking the robots are going to do everything for them. They’re gonna binge Netflix, they’re gonna binge hop pockets, and they’re gonna go, Okay, this is the cream of the crop of my life. I love my life, do you really, you’re getting fat, and you’re getting done. The other parallel that they’re going to have is that you’re going to say, Great, I have so much time on my hands now.

Where are those 100 books that I bought, but I never read, I’m finally going to digest the intelligence that I thought I was going to be at this part of my life, and I’m going to grow me because there’s going to be new communities where we can grow advancements in humanity and solve the true problems that we’re here to solve and stop trying to figure out how to cut our taxes, how to get more mileage out of our cars, it’s all going to be done. Right. But who are we going to become?

And that’s where I want to be. I want to be with the thought leaders, the people that are solving the true humanistic problems. And I believe the advancing industries are going to want to cultivate those people and I Can’t wait to see what comes from it in the next 1020 30 years. Hopefully I’m still alive. Although I’ve told my grandchildren, I’m sorry, if we screw things up for you. I’m not here for very much longer. I’m just tossing that hot potato. And I wish you luck with that. That’s where I am.

 

20:20

Well, we did

 

Tina Marie St. Cyr  20:23

longer but you’re gonna do great.

 

Curt Anderson  20:25

So I’m gonna pick it back. So with the rear, alright, the business owner that just had in the sand. Yeah, okay, the lagger right, you have the early adopters, you have you know, like, you know, the chart right, the bell curve, you know, early adopters, the you know, when it becomes standard, the laggards right?

The folks are still out there flip phones, no disrespect everybody on their flip phone. But, you know, I still have my I still have my HF player. Daymond by the way, I’m just kidding. But anyway, so for the folks with had their heads in the sand. Like any advice, any suggestions? Like how no overwhelming intimidate?

 

Tina Marie St. Cyr  20:58

I don’t really have advice for them. I mean, I don’t like it’s waste of breath. Because they’ll defend it. They’ll go Oh, no, you’re like technology is gonna be the doomsday to all humanity. Yeah, it’s probably been the doomsday to a lot for a long time. Yeah, but we’re not going to stop it. Right. Yeah, it’s here. Right? Right. So I love them and bless them. They’re not listening to the show, honestly, because they probably don’t not have a LinkedIn account, and they don’t even know. So for the people were like, ready, let’s do this.

 

Curt Anderson  21:35

Alright, so hypergrowth other people like their? I gotcha. All right, let’s go in this direction. So we’re of a generation where, like, Damon you’re talking about, like, if it wasn’t 911 worthy, or if it wasn’t like bleeding profusely, it was like, throw a bandaid on it get back out, right, just, you know, played football, you know, it didn’t matter if you had a broken bone sticking out, you know, get get back on the field. Right. So, you know, Tenri, you know, we we grew up with is what we brought into the workplace, right?

It’s like, you know, not necessarily having that emotional connection, if you will, using your word that humanists, how do we have, you know, any coaching advice there? You know, for those of us that grew up in a generation, where it’s like, hey, just suck it up and get back on the field? How do we better how would you create a better human first gen. workforce?

 

Tina Marie St. Cyr  22:22

Environment? Yeah, leaders need to learn that haste, makes waste, right? The haste of having a human relation with your staff needs to take time. So we need to dial it back on the Gantt charts and the project plans and the checkmarks, inside Slack and on asana and Monday and see how you’re doing and where are you performing.

Because what we haven’t done yet, that I’ve seen effectively, is learn how to measure and reward and incentivize the advancements in our team of their listening skills, of their follow through of their organization, of their asking courageous questions of the inner meaning when they take a hit on something, and you can tell they could have taken it personally.

But they work through it right there in front of you breathing, shifting your body posture, because you have two different options there, too, you can go resist it, and I’m not listening. And as soon as I can leave this meeting, I’m gonna go create drama in the workplace, because of what I heard, and what was said, and I’m just gonna get back with you. It’s called Silent vengeance. Or we can come in and say, I’m listening.

And I’m breezing through this because there’s got to be wisdom in here. And there’s some feedback for me, and I may not be able to see it right now, but at least I’m going to those people, as they advance, we need to learn how to recognize that applaud that reward that incentivize that because it’s usually only about performance metrics, of how much work you did, how how the project came in, under time, under budget, or hopefully on time, on budget, or in budget, right?

We need to start incentivizing and teaching leaders how to recognize the mastery of it. I don’t like the term soft skills. I’ve never liked that term soft skills because, you know, I don’t like soft serve ice cream, it’s sort of bland, but I don’t like soft you know, it’s it’s vital skills, these are more vitalistic in our human relations, and our advancement as a company in the culture than learning how to do Excel or operate the machine.

Right. So um, yeah, it’s it’s, it’s, it’s an interesting divide of where we find ourselves and we’re not advancing EQ inside of our companies and and I’ve built an entire framework around how do you measure advance and promote the EQ effect and factor insight if your company instead of the IQ? IQ is great, and skills are great, but robots are going to redo all that stuff, you know? Truth, right? So EQ is going to rule inside of the most advanced cultures. And I call those human first cultures.

 

Curt Anderson  25:09

Okay, I, yeah. Like I have so many questions going in so many different directions I want I have to touch on courageous questions. I just I can’t let that one go. And, and I’m at an age where like, I’ll forget if I don’t bring it up now. So courageous question. So like, you know, that really delicate, tough, you know, board meeting would have you somebody, Hey, Damon, you done it at it. Right?

And like, I picture exactly as you just described, when you’re in that and I silent vengeance, can you can you take it another step? It’s this one’s for me. Can you take it another step further? Like? How do you address those courageous questions? How do you prevent that silent vengeance? Like, how do you? I know, you had a great description there. But can we take that one step further?

 

Tina Marie St. Cyr  25:52

I think it starts with the leadership and the culture and the foundation of how we’re going to be with one another, right? You know, something that I’d love all companies to start putting in place is the understanding that we’re not going to assume ill intent at the very beginning of a communication, you know, where we take things personally, what’s the Four Agreements, if you have not yet read that book, do it. Somebody put that in the chat for me, because that’s an awesome thing.

The Four Agreements, but Don Miguel Ruiz is the author there. But not taking things personally first begins with having a personal mantra and agreement with yourself that no matter what communication comes at, you are through you, you’re not going to see that with a filter of potential ill intent.

And so potential ill intent means that while you’re in it for you, and you’re trying to make me wrong, or I’m in it for me, and I’m going to prove to you that you’re wrong like that, in fact, this is what bonfire does, we get you out of what we call the boxes, the saboteur boxes are there, I’m better than you, I’m worse than you, meaning I’m a victim, I deserve this.

After all I’ve done for you, I deserve this stuff. And then the this, the craziest of all is the must be seen as box where you’re pretentious to the 10th degree and you just go around trying to be everything, everybody based on what people tell, you need to be exhausting. All of them are exhausting.

So what we need to do as leaders is open up and say, Hey, this, I do this with my team. If you bring my team in, hopefully they’ll say this. I’m pretty sure they say this. Because I’ve said this, but it’s I have a passion and who I am and what I do. Absolutely. Sometimes I can be intense. I know that you probably don’t believe that about me. But I tell my team, I can be intense. And I’ve been told that at times. I’m intimidating.

So I just need to you know, that’s who I am sometimes, not all the time, I’ll be the biggest heavily, you know, like little bear that brings you chocolate. But the truth is, I’m doing it because I’m passionate about who I am and what I do. So I tell my team, if ever, I say something, right, something tech, something slack something and you go hmm, I wonder what that really meant. Instead of taking it personally, you just walk in and say, Hey, you send something I have some questions, you have time.

And I’ve Oh, yeah. And so we sit down. And instead of taking it personally, let’s open up a dialogue. Because more than not 90% of the time, it was a misconstrued communication, and the full intent was never communicated. And now we’re more connected. You’ve got your answer. I got my answer.

I’m better leader, you’re a better listener. Great. Let’s move on from there. So creating a container of not ill intent, don’t take it personally. Let’s have courageous conversations. We’re humans first, before the project, before the projects before the task before the two dues. We need to be humans together. And we need to establish trust, respect, and honor. I don’t care what your title is. Everybody is equal.

 

Curt Anderson  28:48

Okay, Damon, lots of great comments in the chat box. Yeah. And so guys, we’re gonna you know what time it is. But I think we’re top of the hour over the top of the hour. If you’re just joining us, we’re here with Tina, Tina Marie St. Cyr, CEO of bonfire coaching. And as you can tell, this is a hot discussion right now. Right? You can feel the temperature just rising. Yeah, you have questions, please drop them in the chat box.

 

Damon Pistulka  29:14

He said, we’ve got he’s gonna He’s gonna put it in. We put

 

Curt Anderson  29:19

Tina Murray’s LinkedIn profile in the chat box. Please connect with her. She has a little goodie for you on her website. We have that in the chat box. Let’s go there. Tina Marie, you mentioned IQ and I’m going to so I have a little question about emotional intelligence compared to just intelligence which Damon I’m not sure if I have either, right. Like there’s there’s a little bit of a divide could you just just enlighten us on intelligence, emotional intelligence and workplace what

 

Tina Marie St. Cyr  29:48

emotional intelligence is the ability to like I was alluding to before, understand the full spectrum of human emotions which there are I think last it’s like 1200 words that describe emotion in the human in the English language alone, right? To understand that it is a governor of our ability to listen, to react to choose. So all of our behavior first is dominated and guided, like it or not by our emotions. That’s why in sales, we know this, because if you can get an emotional purchase, you got a right.

But emotions are this factor that make us human. I mean, they’re trying to repeat it in robotics, and they’re doing an okay job, right. But, you know, ladies, we know that we have emotions, we were masters of emotion, right? But what happens is that if we don’t allow the emotional spectrum to express itself, we’re shutting down a core part of our beingness. And in that is our creativity. I was just telling a client yesterday gave her feedback, I said, I think you need to have what I call an adult temper tantrum. She laughed.

We’re on zoo, she laughed. I said, I’m being very serious. You need to go have an adult temper tantrum. I’m gonna give you this the way to do it because I have it all dialed in how you’re gonna go do it. There’s different flavors that have in your adult temper tantrums are all fun. But more than that, what it does is it gets the angry out. So that then you can think again, because what we tend to do as humans adults, is that we push the anger down the frustration down the worry down the the Yeah, right, right.

And we push it all down the embarrassment down the shame down, we push it all down, and we hope it does not burst. Well, hello, that’s based heavily medicated. Like, you can’t keep pushing it down. Have you ever tried to put a beach ball that’s fully inflated under the water? What happens? It comes back up. And so emotions as emotional intelligence first is we need to understand that our being ness and appreciate it and allow it not to take it out on other people, because that’s just not good.

You own it for yourself, and express it for yourself and use it for yourself. Because it’s an intelligent energy that’s guiding all of our behaviors, our decisions, our thinking. And in corporate, we tend to want to make it all PC and look good and be adult before you come in. I give my team pillows. They do angry processes. And you know my business partner who will say, I just did an angry process this morning. Yay. Cool. Tell me all about it. But then we can get on. We can get on with creativity and wonder and aliveness and fascination and solutions, because we’ve allowed our humaneness to not get in our own way. Well,

 

Curt Anderson  32:44

all right, that was fantastic. I have a few things that we’re doing. But before we do, Steve, thank you for joining us today. I Schiff, Darcy, of course, I love that I love the comment that Steve dropped. Again, will you please so you know human communication is personal, personal and teen read like You’re like when people say it’s business not personal. They’re they’re fooling themselves or trying to fool the person that they’re talking with. I love that line. And

 

Tina Marie St. Cyr  33:13

that’s an excuse by the way in business personally, that’s an excuse. That’s cowardly.

 

Curt Anderson  33:18

It’s Goodness gracious. So you know we’re from a generation got anybody Godfather guy see the godfather? Okay, in The Godfather, what do they constantly say it’s not it’s business. It’s not I’ll take your personal you know, and so an observation years ago that I picked up you know what? It’s business it’s not personal when somebody has a piano wire strapped around your neck and they’re pulling it or you wait a horse head in your bed? I I’m going to argue I think that’s a little bit personal. What do they mean? What do you think you

 

Damon Pistulka  33:50

just crossed the line, right?

 

Curt Anderson  33:52

A little bit personal rights. Adult temper tantrum so alright. Daymond I want to Hi Guys, can you imagine being on a one on one session with Tina Marie. So if you want to take your career, your business to a higher level man, you’re again you’re just getting a little sliver

 

Tina Marie St. Cyr  34:10

daily routine your entire team man? Are you are you sitting

 

Curt Anderson  34:13

down scenery? Are you saying I

 

Tina Marie St. Cyr  34:15

am right, well

 

Curt Anderson  34:16

relax for a second here because I have a couple of things that I want to share that people have said about our dear friend, Tina Marie Damon, are you ready for this? Okay, you know, I just it’s just it gets a little old you know, exceptional life changing growth. But here’s here’s the good ones.

You guys ready for this? Excellent coach with an arsenal of knowledge. Tina Marie never left my side life changing tools, powerful strategies. Here’s a I love this one. You ready? You’re sitting down you’re definitely sitting down. Okay. understands how to extract your soul’s desire. Somebody said this about teen right. I can’t say enough about Tina Marie and the bonfire team life changing experience that I need. needed exceptional leader and coach for anyone wishing to create positive momentum in their lives or their business.

I would hands down, recommend Tina Marie, here’s the last one. Here’s my favorite. You guys are ready. You’re ready. When I count my blessings, I count Tina Marie twice. I never said that. Yeah. When I count my blessings, I count Tina Marie twice. Tina Marie, my friend for Jim, Jeanne, how do you do it? How like, how do you bring this this level of enthusiasm is passion at such a high level so consistent for your entire career? What’s your secret sauce?

 

Tina Marie St. Cyr  35:40

I love what I do. And I don’t tolerate me being bored. Or in the mundane. I shifted quickly as soon as he wants to come in because it’s always there on offer to pouch and to be worried about something and worry never solved the problem. In fact, that is on a posted right here on my desk all the time. Worry never solved the problem.

And so I just shift myself. I did you know what I almost died whenever I was in my early 30s. And so since then, every day is precious. Every moment is precious. Every person’s precious every relationships precious, precious, even the ones where like, I had a fender bender the other day, or a couple months ago, and I had to meet the person. Okay, then I got pulled over this week. That was cool. Because I forgot how that works. I’m like, oh, yeah, I’m getting pulled over what do I do.

But I got to meet the police officer, which is really cool. So um, everything is a blessing. Everything is a miracle. And that’s how I show up. You know, I don’t have 100% Perfect days every day. But I don’t let myself dwell in the non perfect man. So it’s not even perfect. In the lower in the below the line is I call it I don’t have time there anymore. Because we don’t know how long we have. Oh, all right.

 

Curt Anderson  37:01

Number 20. Like 45 minutes ago, so hey, Jackie, St. Cyr is here. I’m gonna let you know what it’s not like Anderson. I might assume that that might be a relative there. So look at Jackie, happy Friday. Thank you for joining us. And boy, you have a powerhouse here.

Thank you for sharing. Tina Marie with us today. You just mentioned the word. We you just mentioned word mundane. I saw Damon I’ve met Tina Marie in person. And I’m telling you like what you’re seeing here virtually put a 10 fold on it. And that’s what she is in person. She is a just a dynamo powerhouse. I call her the slayer of the mundane. So now, the Monday the slayer of the men like there’s no toleration for mundane when Tina Marie is in the room whatsoever to read my close on that

 

Tina Marie St. Cyr  37:50

you are Yeah. He does not have a place in my life. It does

 

Curt Anderson  37:54

not have a place. So let’s talk mundane, mundane versus like you know, creating like miraculous creating like dream opportunities in the workforce with having a human first culture can you go the how do we how do we slay the mundane and create like those real magical opportunities?

 

Tina Marie St. Cyr  38:10

Well, we need to know that mundane happens. You know, our comfort zone is the the largest gravity we have in our companies and our team because it’s easy to say comfortable, where you get the salary the paychecks there we’ve got the bills being paid, we got our planned our vacations, we’ve got you know, I’m I’m aiming at this performance review in six months. But before we know it, we’re bored.

And before we know it, we’re not included on those really cool projects. So everyone listening, if you have passion inside yourself to advance, you need to take your own bull by the horns. And you did design a plan for your own growth. I don’t care if you’re inside of a company or you’re driving your own company.

Beware of boredom, right? Do something that’s advancing you even if it’s go talk to a stranger today, I did the 75 hard program three times. And part of that is live hard program, which is a whole year program. If you don’t know about it, it crushes your soul, but it enlivens the next part of you. And so part of it is you talk to a stranger every day. And this is not like oh, hey, wish you a great day. How are you doing?

It is a conversation. And so create discomfort for yourself or life will create discomfort for you. And so put yourself on the bleeding edge of your own growth, reading books, hearing podcasts. That’s that’s good. And that also can be sort of culturally acceptable, but do things that are really you you will go to bed at night going wow, I did that. And why wouldn’t you do that? Every day of your life?

It because we don’t know how long we have. So advancing yourself is going to be the remedy for anything that feels like it’s in your way. Everything. So gain new muscle, lose new weight, become a better person, have more empathy, be better at your Converse. nation, go develop deeper relationships truly, that’s the only thing we’re going to walk away in this life is how we felt whenever we left because we’ve loved in this life. So do it. Now, don’t wait for your employer to pay for a training for you to go do it.

Oh my God, that’s something like I hear employers or employees say, well, we don’t have a program for that inside my company. And so I’ll pitch it to my boss to make it happen. What if you simply start it, and then say I’m doing this, and they see the effects of you. And they’re like, I want this for everybody. I was that person in corporate, I got my hand slapped by HR a lot. But I can tell you that I effected change in that company, because I didn’t wait for it to come to me. I made the advancements wherever I was, and I still do

 

Damon Pistulka  40:51

advancing yourself as the remedy. I love that. I love that show. Because you know, and sometimes when you’re advancing yourself, the others or it makes the people around you uncomfortable. It will. Yes, it is. It is. I love this. Oh, but it really is that advancing yourself is the remedy for for many, many things.

 

Tina Marie St. Cyr  41:16

Be the person who has the tall poppy, do you know about tall poppy syndromes? So in the Swedish culture, tall poppies, they grow poppies and there’s fields of poppies in the poppies need to all stay because they’re their bulbs are about this big and whenever they harvest the poppies, they cut off the poppy head and they harvest the poppy bulb, because that makes Poppy stuff right.

We won’t say the poppy stuff, but it makes Poppy stuff otherwise known as opium back in the day. Okay, so whenever they harvest the poppies if there’s a tall poppy if there’s a property like I am going to be seen, I’m growing. Yes. Look at me right. A tall poppy is going to go anywhere from six to eight inches higher than the average puppy. Well what happens is that greets the other puppies are like I want to grow big to look at that puppy.

I can be a tall poppy. And so they advance themselves in there that becomes mounds of puppies and hills, puppies and rolling waves of puppies. And the harvesters are like this cannot be we will not allow tall puppies in our field. Go cut off that tall poppy head. And all you other puppies make that a lesson. You stay down. And so the tall poppy syndrome is a real thing. Look it up google it. And so we want to be tall poppies. Don’t fear being having your head cut off, because the whole world needs more tall poppies. There you go.

 

42:43

Another way to get

 

Curt Anderson  42:46

your head cut off, Damon, you’re having your head drop in this program whatsoever. Be the top Hoppy, don’t fear having your head cut off, man was that juicy? Tina Marie, you mentioned I just dropped your website in the chat box again and guys.

 

Tina Marie St. Cyr  43:05

So what I have for you what I have for you, the latest, most juiciest research you want this is that we researched the top 25 global firms that are kicking booty. And we went and found out what are their core values? What’s their mission statement? What’s their culture? Like?

How do they make it happen. And we put it all into a report for you. It’s 15 pages, you’re gonna see their core values, how they rank globally, and what it means to those companies and how it what it means to the employees inside those companies. So if you love that report, I’d love to get it to you. All you need to do is go to bonfire coaching.com. And then type in your email. I’m sending that out today. special for you guys.

 

Curt Anderson  43:51

Well, what I and you also have I believe, don’t you have like an assessment tool? If I recall, do you have any human air is

 

Tina Marie St. Cyr  43:59

hot in the presses right now it’s not off the presses yet hot in the presses is an emotional quotient factor, meaning how do you judge our rate the humaneness of your company right now? Because you’re gonna have a factor and then where do you want to be? And why do you want to be up there? Because it’s going to generate so much more passion aliveness and engagement of your greatest asset in any company are the humans we could say that it’s the equipment we can say it’s the land it’s built upon.

We could say it’s the robots that are gonna be coming in. No, it’s the humans right? So how do you gauge your EQ X, your emotional quotient factor of the humaneness inside your company? And then how do you get to a place where you’re 10 axing that so that you build an amazing human first culture, every leader is going to want to know about that. So that’s coming, it’s hot in the process. And so if you want it and you want to be first to see it, go to bonfire coaching.com

 

Curt Anderson  44:59

Awesome. Damon, we got a few good comments eight jails here today, Gail, juicy juicy on fire conversation. Scott says, hey, it’s like focusing on the journey rather than the destination. We grow so much more when we are only focused on a goal, but the incremental progress along the way, Scott brilliant advice. Thank you,

 

Damon Pistulka  45:19

Danielle. Thanks for stopping in and listening. Yeah, great.

 

Curt Anderson  45:24

I sheaf has been dropping some good content here being bold. Don’t fear having your head cut off. So everybody’s time Tina Marie, I know you are super busy. We’re coming into the bottom of the hour. I have two last questions for you. We’re here with Tina Marie St. Cyr. We’ve had we have her website in the chat box. We have her LinkedIn profile. Do yourself a favor, definitely connect with Tina Marie. You, you know, you know why. Right. Yeah. And

 

Tina Marie St. Cyr  45:51

we have a podcast too. So when you go to Vondrak coaching.com. You’ll see our podcast at the top. And we feature amazing people like you. So if you’re hearing you’d love to have your message spread in the airwaves. Let us know.

 

Curt Anderson  46:05

Bring it on. Okay, Tina Marie, two last questions for you. Hopefully, you’re ready. Here we go. Ready? You’re ready. Okay. Jim and Jeanne heroes of yours as a little girl growing up in the great city of Houston, Texas. Hey, hoss moving forward? Who are what is your inspiration today? Who or what is your inspiration today?

 

Tina Marie St. Cyr  46:29

Well, my my first inspiration is my family. And so I know that Jackie’s here. So Jackie’s My beloved, we celebrate 10 years of marriage next year, woohoo. And, you know, just knowing that, you know, there’s somebody that you come home to that loves you that understands you, and we’re about to travel together next week to New Mexico going to Albuquerque and Santa Fe, and we’re just Best Buddies.

I mean, I love her dearly. And I just love the time with with that. And I know that everyone here I hope, I wish, an amazing love on everybody that ever hears this show. Like I want you to have such such passionate liveness and connection in regard and trust and respect in your life. Because we all deserve it.

Right? So I’m really grateful for that. And then my kids and I have a grandson. And so you know, the the first thing is those relationships, and I’ve I made it a goal this year, I’ve had it before, but this year was different. I knew that I wanted to cultivate these very important relationships. So sometimes I’d hear somebody’s birthday and I go, Oh, man, I didn’t get anything for them. And, you know, that’s one level.

But then I’m like, No, I want to know them more like my niece and my nephew. I’ve seen them grow up. They’ve graduated high school. One has graduated college, and I’ve seen that, but then I’m like, do I really know them? Do they really know me. And so this year, I’ve put a list together of the people I’m going to cultivate deep, meaningful relationships with because like I said, I’ve said it multiple times.

We don’t know how long we have, I want to be able to know that I’ve given the amount of love and just over whelming love to people that matter to me in my life. And I have a little dog too. She’s really easy to love every single day. Dogs are great because they don’t talk back. And so um, you know, whenever we love our furry friends, it’s because they don’t have a conversation with us really. And they don’t have any triggers because they think we just are the bomb.

And so I love that. But then you know what makes me going also is I want to see the world. I love cultures. I love people. I love asking deeper questions that people don’t ask. In fact, I toss the question back to you guys. What what means things to you. I want to hear from Damon, I don’t want to hear from Kurt what matters most to you in your life, even starting Well, well, we

 

Curt Anderson  48:53

got a flipped on us. She got flipped when she flipped the table on us. Damon, what do you think about that one?

 

Damon Pistulka  48:58

Yeah, no, no, it’s to me, it’s building deeper relationships. And I started that and I totally neglected that for most of my life. You know, because you’re just you’re doing doing doing and you don’t realize, like you said, but building the deep relationships, you know, and Kurt knows and a lot of people know I went on a trip with my wife here a few weeks ago, we took two weeks and drove for two weeks in the car and saw the whole western United a lot of the western United States.

And the biggest part of that was a relationship we were able to build by being in the car, just hanging out seeing all this stuff doing that. It’s just that is that is building those relationships is what it’s about.

 

Tina Marie St. Cyr  49:36

Exactly. Thank you that touches my heart and Kurt,

 

Curt Anderson  49:40

so I you know what? It’s it’s it’s this right here. I’m like Tim, where you have such a contagious enthusiasm. You’re such a beautiful person on the inside such a beautiful on the outside. It’s just such an enthusiasm. I celebrated my 25th wedding anniversary on Damien’s birthday on Monday, my wife When daughter and I, the three of us went away had a magical incredible wonderful weekend caught a couple of Broadway shows game we had to it was just it was special.

And so in a week from what is today I don’t even know a week from Monday Daymond and I are going to be in Alaska for a week doing live streams and so how special is that so we’ll be right here as program or of our crazy live streams in Alaska so it I agree 100% With both you it’s all about you know on being Mr. Captain Obvious and that very reasonable, but it’s all about their relationships.

So in this and how I met you, Tina Marie is through, you know, this was totally out of my comfort zone. There’s a wonderful group Darcy’s here today and if any of our friends that catch us on replay through Dorie Clark our fearless leader for anybody required you know we come together we’re part of a group and that’s an I get that and I get to spend time with Tina Marie in October in person. Can’t wait for that team. Right. My last question for you as we wind things down, okay.

Houston, Astros. Bottom of the ninth, a home game. There’s a person on second base. It’s a tie score. Dusty Baker turns to the bench and he calls you as the pinch hitter. And as you’re walking up to the plate at the bottom of the ninth in the World Series for the Houston Astros for dusty Baker, person on second base tide score, two outs. What song are you requesting to play as you walk up to? Yes.

 

51:39

That’s an awesome question. Awesome question.

 

Damon Pistulka  51:45

I have my walk up song in my head every single time.

 

Curt Anderson  51:48

What’s your walker song bottom of Ted Nugent trying

 

Damon Pistulka  51:50

hold? Steady,

 

51:53

hold crazy. As he right, all right. Everybody under 45 is like who is this? Google it either way, Google Ozzy Osbourne,

 

Tina Marie St. Cyr  52:09

by the way, Bregman is on second. Just saying. Just

 

Curt Anderson  52:14

awesome answer. Thank you so much. So

 

Tina Marie St. Cyr  52:17

playing against it. You know, I just beat Yeah,

 

Damon Pistulka  52:19

you gotta figure that out.

 

Curt Anderson  52:22

We’re all right, we’re gonna wind down. Hey, Hannah’s here today, Fridays here. So hey, guys, Tina Marie. So if you’ve been with us this whole time I, I have a request. It’s a great time you’ve been sitting down. It’s a wonderful opportunity, maybe stand up and stretch? And how about give a big roaring applause for Tina Marie St. Cyr, for just bringing the heat. Just bringing just pure fire the truth. Tina Marie, we appreciate you. We love you. Thank you. We salute you. Thank you. Oh my gosh, what a blessing Scott, thank you

 

Tina Marie St. Cyr  52:59

Realty, to be here and share our passion. Humanity rules. And so we’re here to help other companies that know that their human assets are the greatest thing that they have going and that they want to advance them even more. With all the fears and uncertainties that we have in our world. How do we do that more and become the leaders that we know inside? We are so that we love leading people? Instead of feeling drained. We’re here for them. Seven setting stretch. Darcy, that’s fun.

 

Curt Anderson  53:29

Thank you. Well, thank you, everybody, for being here today. Thank you for joining us, Tina Marie. Again. Big round of applause. Thank you. Thank you. Thank you so much. Check out Camp Fire coaching.com connected

 

Tina Marie St. Cyr  53:40

fire

 

Damon Pistulka  53:41

on fire. It’s a bonfires.

 

Curt Anderson  53:45

It’s on fire. coaching.com. And definitely connect with Tina Marie on LinkedIn. Daymond. I’m done. I’m out. You take it away, brother. All right.

 

53:57

I’m just gonna take a little breath here. Kind of like collect ourselves,

 

Damon Pistulka  54:01

collect ourselves. After being here with Tina Marie all day or for this session of I forgot where we’re at. We’re at manufacturing ecommerce success, but we’re talking about keys to building a human flourishing culture. And wow, did we get an education today? And some great things. Thank you so much for being here. Tina, it was just a pleasure. stamen

 

Tina Marie St. Cyr  54:26

and you know, it’s passionate. We had sports we had Bob Dylan. We had we had everything here.

 

Curt Anderson  54:32

We hit a lot today. We we went we did a little over this was like extra innings Damon because like we were like, we’re just like, we can’t even talk right now. So

 

Damon Pistulka  54:40

we didn’t even talk. Yeah, so I’m gonna say is thanks everyone for commenting, man. We had so many good comments today. Great questions, comments, and just people that are out there listening and not commenting. Thank you for being there today. But you know what? We’re going to be back again next week with another great guest We’re going to have to work like heck to bring it up to Tina’s level but we’re gonna give it a try so join us next week for the manufacturing ecommerce success have a great weekend everyone

 

Curt Anderson  55:11

thanks guys thank you thank you

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