How to Build Unstoppable Teams | Navy SEAL Alden Mills on Brendan Carr Podcast (AUDIO ONLY)

How to Build Unstoppable Teams | Navy SEAL Alden Mills on Brendan Carr Podcast (AUDIO ONLY)

First I think a lot of people Forget the point or don’t even understand the point of respect to begin with Some people will say you have respect you got to respect me I’m the sea level leader here right when I come in you stand up because it’s my title Now that’s not the respect and that’s not the point of respect. The true point of respect is Contribution, that’s the goal of this the goal is mutual respect where anybody at any level of your organization is Willing to raise their hand and say, excuse me. I think I have a good a better idea a good idea. I Think we should do X instead of Y Their willingness to raise their hand Without retribution is how you start to truly brill the high performance team That was alton Mills and this is the Brendan Carr podcast Today my guest is Alden Mills Albans former Navy SEAL. He was a three-time platoon commander he’s the former CEO of perfect fitness one of the fastest-growing companies in America, and he’s the author of unstoppable teams Today Alden and I discussed his philosophy on leadership and how it begins Were leading oneself and then leading your team and then being a leader To your community and your customers and he shares unique insights from his experience both in the corporate world and as a Navy SEAL Well, I’ll do my first question is How did you decide to become a Navy SEAL? I? Decided to become a Navy SEAL when I was at the Naval Academy in my junior year and I ran into this Navy SEAL that was on campus and he came up to me and At that point I had just been elected The captain of the crew and some seals, you know, they’re always they’re always looking for people who have done Rigorous suffering sports, you know, like wrestling and water polo And of course, there’s people come out of other sports and then it’s exemplary as well but those are easy areas for recruiting and he pulled me aside and he said Hey bill, if you ever think a SEAL team before and I’m like well, I don’t know and well, what do they do, sir? And he goes, well you ever been bullied And I thought for a second I was like well Well, yeah this one time because I just asked if you’ve been bullied, I don’t need to hear the story That’s like okay he goes. Well, that’s what we do You see seals we go around the world and we knocked back bullies you interested in that that’s like oh that sounds kind of interesting and I really Wasn’t that fired up about sitting on a ship for long periods of time and to be brutally honest I had some pretty horrific seasickness drills down in the bowels of ships before so I was like I’d rather be up on the surface or at least in the water and That coupled with the fact that I was rowing and rowing was this perfect Team focused on Trey and the seal team. It was a great transition. So those were kind of my The driving factors to go into being a seal. Yeah, and it seems rowing is a huge part of your story What was it about rowing that was similar to the SEAL Teams? The most similar thing, I mean they’re actually so many different parallels, but for one I rode in an 8 So you had eight rowers that literally steel platoons are made up of two eight-man teams Which are called squads? and then they break down into fire teams, and then they break down into a Swim pair called the swim buddy. So you had the organizational structure that was really simple, but more importantly you had a culture of team that no one person was more important than the other that Everybody were key contributors And that’s the beauty of rowing is that it’s all about getting eight blades in the water at the same time There’s no MVP or high point scorer and it’s the same thing that goes with SEAL team Now people may hear like, yeah, but that guy, you know He shot more people than the other person but that’s not how it is in the seal platoon everybody is of equal importance because you need everybody to complete that mission together so how did that that mindset then translate to business because in business you hear so much about Star players and the people are getting the sales and these heroic entrepreneurs who are really lionized. Where is the parallel there? There were actually quite a number of parallels and I’ll tell you one of the key parallels before you even get to the whole team Element was this thing called X Division when they put you through SEAL training An X Division is where they pull out everybody with the negative attitude. They’re basically the quitters but SEAL training is Subjective as well as it is object If the objective is oh you you pass you didn’t pass Ron you didn’t pass the swim You’re out you go to X Division. The subjective is All these trainers are active seals. They’re going back into a platoon So they’re evaluating you subjectively to say is this somebody that I could trust in combat? Is this somebody that I’m gonna want to serve with for long periods of time in? hazardous duty And they would randomly come in like, you know what you just don’t have the right attitude for us. Goodbye and and they would be looking at it and evaluating it with a cultural lens and When you think about when you move to the business world? If you look at all the great businesses out there and I’m not saying the business I created was the end-all be-all But we certainly applied the same technique and that technique was we hired for culture first Yes, it’s always important to have competent smart hungry people but are they gonna be cultural fits for what we’re doing and Sure Sales can always seem like he gets all the glory but at the end of the day there were three things that we did and we Hammered this home and I called it the three P’s and they were you can always promote Anybody in this company can help us promote? Whether it be in sales or marketing letting other people know about the products we make and the mission of our company number two, you can always identify a process that isn’t working correctly is broken or we need a process for something and number three Anybody in the company can create a new product idea Now if you take the three P’s that’s really a spin off of what I was doing in SEAL team because in SEAL team Anybody could come up with the new standard operating procedure? That would be a process anybody can come up with a new idea and Shoes are wildly entrepreneurial. There’s lots of seals that would Constantly be creating something to help us get our mission done and actually the military rewarded people coming up with new cost-saving ideas or Improvements to gear and number three, you know? Okay. Are we selling in a way we are Everybody gets involved in the mission they get involved in the mission whether when I was in we had to go pitch our mission against other units and I would randomly pick in different people from the platoon to help me go pitch these missions because they Were a key part of that mission? So there are some direct Correlations now, I think it’s also really important for people to hear There are things that work in seal team that do not work as a civilian They are different environments. And you know for for instance in SEAL team. You have a totally different military Code of justice, I mean, there’s a different law base that you follow Right and you you can’t punish people? Like you couldn’t SEAL team is a civilian. So there are some differences but the cultural similarities are vast Mm-hmm So you’ve made a distinction about leading yourself? It’s hard as a leader, you know, you’re always getting pulled to the team needs How do you know how to lead yourself first you are and I think big correlation that everyone should appreciate and I’m gonna take this all the way back to the customer and If you ask somebody hey, what’s a brand? And people will be like, well, you know, I don’t know. It’s a promise It’s uh, it’s what we wrote down is like this is our brand statement but at the end of the day a brand is really nothing more than a reflection of the culture of the organization that you work in and the reflection of the culture Comes from the people’s actions inside of it the team’s the groups that are taking those actions and the final hop Of reflection brings it back to the leader That a team’s actions are a reflection of the leader. So it goes brand to culture culture to team team to leader and If you think of it in that light then you should always be thinking about how can I Learn to better lead myself Because every action I take is going to get emulated by those people that I have had the opportunity to lead And I want to add one other thing when we talk about leading. Some people will say well we were servant leaders out there I’m like, okay totally agree. But to me, that’s just a redundancy Leading is serving and serving is caring to lead is to serve to serve is to care And as you start to build out your arsenal of different leadership Capabilities the first thing you really want to be thinking about is that internal conversation that we all have? You know, I call that internal conversation the whiner and the whisperer the mental and the emotional Now if you think about it, there’s only three things we can control There is a fourth that would be the spiritual but the three that I really want to focus on are the mental the emotional and the physical the physical is nothing more than a vehicle waiting for us to make a decision to do an output right if we’re lucky enough to move our arms and legs and So on and so forth, then then we’re really just as good as our body’s capability to do and perform work It’s the mental and emotional conversation that becomes the real challenge the mental Usually is our whiner The mental is based off of the brain the brain is this organ that decides what we want to do versus what we can or can’t do and The brain is constantly looking for the comfort zone. It’s constantly looking for the easiest path It doesn’t want to do more work than it has to but the emotional Has a little bit of a higher purpose behind it. The emotional is like Thinking about whoa. What if we could do this, what would that be like the emotional? Is that quieter voice inside of us go and keep going get up try again? Well, the whiner is saying things like do you know how hard this is gonna be? Who do you nose done this? Why do you think that you can do this? You didn’t do X Y or Z in school. How do you think you could do that? I mean, by the way, I had the whiner all the time when I was writing this book. I mean I wasn’t mr English ap master. I didn’t even take AP English but You know, we have that voice. We all have them well now I’m here is how did you deal with that voice? You dealt with it the same way you dealt with it in SEAL team the same way we dealt with it in the last 500 meters of a race You have to decide Hey if I take the short term out What’s that’s gonna make me feel like for the long term Hmm and I always jump to the end and in the book I talk about these outcome accounts And what’s the positive of me accomplishing this what’s the negative of me? What’s the negative of me saying? You know what? I’m calling it. I’m not gonna go do it. I’m not I’m gonna give up. I mean, you know what my whiners right? how would I think I could write a book when I barely passed, you know, English and Then you start going well. Wait a minute What’s it feel like 20 years from now when I’m talking to my kids and I’m telling them Hey, don’t do a dad did don’t quit You know take the other path who wants those kind of requests regrets, right? Right, and and that’s the whole point about the outcome But you have to really get to terms with my short-term Decision is gonna have a long term impact and the more you can understand that Impact that result the easier it is to contain the whiner and listen to the whisper. Hmm so you have this this why this drive that sets apart your Your goals and you stay on track that way that’s incredible it is and you know the why there’s lots of conversation is about the Y the Y is definitely important but you have to have the how right the how of Okay, we got to get back up and do this again Like I can have all the Y in the world, but you have to be able to put the how to work Mm-hmm, because that’s where the rubber meets the road So how do you go about setting the goals that drive you to this sort of thing you talk in your book about having? Over-the-horizon goals for for a team and from oneself. How do you pick that y that’s going to keep you going? Well, so defining the over-the-horizon goal by the way the things that we’re talking about in this book these aren’t like Alright, we’re putting a team together to take care of the watercooler for the year. They take care of the the coffee I’m talking about You know when I created my business to bring a new to the world Product something that was going to take months if not years to bring out Something that was everybody else was telling us this is a stupid idea It can’t be done. But the small core group of committed people Stuck with it and said no. This is going to be great. We’re going to envision this future and break a sidenote that everyone should appreciate on this podcast is We are the only organism that we know of that can perform transcendence and Transcendence is nothing more than envisioning a future It’s also our ability to envision Someone else’s perspective to envision. Someone else’s emotion, which I bring that up because that’s a key piece of Understanding how to lead the conversation with yourself Because that same conversation is going to be led and needing to be led by others on your team So the more you grapple with that internal conversation the better you’ll be at helping others Combat the exact same challenges that you’re facing We’re not we’re not different. We’re all looking for very our things right success safety comfort all of those pieces So the more you can understand like hey guys and gals. We’re gonna suffer for a while this is gonna be hard and calling it right out and then saying but here’s why we’re doing it and here’s how We’re gonna get across the horizon. I know right now You can’t see it I know it’s like being out at sea and all you see are waves and wind and currents pushing us in the wrong direction But we passed there There’s this lush green island with Beautiful beaches and it’s art where our new idea is going to be and our new idea is going to have this kind of impact with the people that we work for and we serve in our community and that’s part of the leaders job is to practice that transcendence to Practice envisioning. This is why we’re here. So when you get stuck and that whiner comes out Stay with me because it’s gonna be worth it. And here’s why and just that’s a big piece of what a leaders job is Reminding people why we’re doing it and reminding them that how we are doing. This is gonna pay off And so you asked about how do I come up with setting the goals sorry for getting a little off track on that’s great um a lot of times Brenden their their personal there are things that are that are pertinent to me to my four boys to my Family to things that are fulfilling to me both mentally and emotionally I’m a little bit past the Chie I want to have X of things whether it’s in a bank account or in a zip code or in the garage, I Bow at first to say like I love cars I don’t have my dream car right now But that’s because there are experiences that are more important to me right now than a thing, right? And and I would challenge Especially everybody who’s just starting out not to forget that you’re in the prime of your life If you’re 25 30 35 40 I mean, I just turned 50 and I still think of myself being in the prime now I definitely take more time to recuperate from climbing a big mountain than I used to but don’t forget Everybody seems to kind of miss like okay now is the time to lock myself in a cubicle at the ripe old age of 25 When actually that’s the worst time to be locked into a cubicle, right? like don’t forget that you have the ability to Create a destiny that you can be the lead actor in you can be the superhero in that But you have to start thinking creatively of like, okay, what is it that I want? what do I want when I’m 80 sitting on the porch bouncing my grandkids and They’re asking me. Hey, tell me about your life grandpa or grandma What are those things and I got to tell you I dream with reckless abandon all the time I go for a walk almost every morning It’s somewhat of a meditative walk slash prayer walk no electronics, I Look at the green the the green leaves on the trees I listen to the wind and you just let your brain run wild and you start going wouldn’t it be cool to? Climb, the Seven Summits sail the seven seas and ski the two poles. What would that be like, right? Why not? It sounds amazing Yeah, and what would be even better is to bring the people you love with you? Hmm and whether that’s family members or good pals mm-hmm, and you know We’re on that right now. I’m not particularly excited about seeing those long lines on Everest right now But we’re gonna go climb our third summit in January down in South America and they’re a blast There they’re wonderful and in getting those experiences now like most of my big goals are all experienced or Their goals in which how can I help others because I get a lot of joy out of that So I guess my rambling answer to your gold question is what are things that bring me joy? Well their experiences and helping others So, how do how do you keep then developing yourself to keep reaching these goals and things when you’re someone who’s achieved so much you’ve Had the fastest-growing consumer products in America. You’ve been a Navy SEAL. What do you do now to keep it all going? well, the first thing I do is I have a very short term memory and I’d like to think and I do not consider myself a champion, but you could hear you know, some of the great coaches out there Champions have short-term memories and I think they’re right Hmm, right if you weren’t walking to my home You wouldn’t you’d have no idea that I was a Navy SEAL and led three platoons You’d have no idea that I have all these patents or any of those things. My focus is on the future We’ve got a big map of the world with red dots of different countries that we’ve been in, you know my family and I we moved overseas for two years because we wanted to have that experience before the kids went to high school and We went to 25 countries in 75 cities in two years. And by the way, this was on a budget this wasn’t like Oh, he’s a multi-millionaire and he could go live at the ritz-carlton for two years didn’t we didn’t do anything like that? You know, we lived in Airbnb s we rented our house. We sold some cars They weren’t even fancy cars by the way old SUVs, but you can do that. Mm-hmm, and we tried and we just went for it part of it is just dreaming up What it is you want to do and then the next piece is have the courage to get after it You’ll be surprised what happens when you commit and go all-in So when you have built up this the sense of leadership of self Then how do you go about starting to express that in a team environment? Why do people get attracted? To somebody else. Why would why do why do people want to join a team? I’m asking you that question it’s yeah, that’s a funny question because it’s one of those ones that sometimes you don’t really know you don’t know why you just You just kind of fall for someone You fall for somebody Usually in a couple of different reasons one that person is trustworthy Mmm, the person is someone you connect with That person is like maybe it has a magnetic personality right for better or for worse, but the other Reason and this is the more important reason is that people are like, whoa Together we can do something Way bigger than I could ever do by myself. Mmm. That’s what it teems really all about. Mm-hmm It’s about doing something Much greater than what any single individual can do. I mean, let’s be brutally honest here a team not a group of individuals most people mistake a group of individuals for Team a true team will Always be an individual or a group of individuals and the great Challenges that our society faces today and every any level pick it I don’t care you need teams and you need teams that are selfless and see the big difference between a group of individuals and teams is moving from our natural selfish instincts to one of selflessness You know John Wooden used to say It’s amazing. What a team can do when nobody cares who gets the credit. Yeah He’s absolutely right but to get to that point to move from selfishness to selflessness requires a leader that is going to set and model the way for being selfless and How best to be selfless than to show how much you care to show how much you care about each of the team members that are joining the team and not just about what they’re doing inside the walls of your Organization, but what are they doing for the two-thirds of their time outside? How can you help them? What are their goals? Do you know their goals? Have you asked them their goals? Have you asked them one three and five year goals? That’s the sort of thing. I did in seal team with my platoons I’d make all these seals all these rough-and-tumble guys, sit down and write out one and three and five-year goals top three and then I’d want to figure out ways how I can help them. Mm-hmm. And then you know a funny thing happens people go late he he just helped me get into a school to learn a new language or He helped me get to Sniper school or he helped me get to you know, picking on SEAL team at the moment But it could be like we had this wonderful Industrial designer and he’s like, you know all in my real job. I mean my real Goal is I really want to work for the Intel think tank. I’m like, okay well Let’s figure out a way to get you there and in the process will be better for having Helped you because you will have helped create some new products for us and he got there And we helped them and it was such a joy to be like hey Stand on my shoulders. Let me help you go to that next piece but the moment you can start to think of yourself as that servant that person I’m like I’m here to guide you to help you be more than what you originally thought possible and for some period of time You’ll be with us and what a joy that will be because we’re going to make some magic happen. Mm-hmm that’s what leading is about and That’s why people will be attracted to a team because they’ll be like you know, what? That team is not only gonna do something greater than what we could do, but I’m also I’m gonna become better myself By being a part of that. Yeah, and it seems that’s that’s that’s not only you know exciting to the individual but it’s contagious in the group and it’s it’s fun to I think to see People around us who achieve like you mentioned in the book, too There was a gentleman who you helped with a commissioning program. Did this seaman? Yes and like you get to look at him now and you said he’s a scene your officer in the SEAL Teams and and Things like that to see where he’s come I mean, these are things that don’t just happen in a moment, but that ripple into years and years ahead. That’s it’s incredible Oh Does some of the best joys of my life is watching the people that somewhere along the line? I just had a little hand in helping not even a big hand just a little hand How great is that? I think I don’t you start, you know in and if more leaders took that approach Team-building doesn’t have to be difficult But it’s very hard because a lot of leaders out there like no no I get the credit I didn’t know the great things and then when things go sideways, they’re the first to point their fingers at somebody else Well, it’s because that person screwed up. Hmm No, it’s the opposite So this that’s caring for other people, this is a Foundation of of your care framework or the loop that it is what’s next after that? Well, so first there’s the first you lead yourself the the big mean of the book is then in the Care loop and I break care down the four actions of connect achieve Respect and power and it’s a never-ending loop. It’s not a destination And then the final piece of it is getting people to understand that There are other people besides your direct Teammates that are on this team. Mm-hmm. I Call those the three C’s and that when you activate these three C’s which are customers contributors and your community and by the way Customers you could say well I’m in a non-profit. I don’t have any customers But of course you have customers your customers could be the people you’re trying to help or you know The people you’re raising the money from or giving the money to but there is always if there’s a team there’s a customer and The contributors a lot of people will say like yeah, well, they’re not really on the team They’re just you know, that’s ray the UPS man It ray the UPS man is was an actual person for us and we adored him yeah, and he was critical to getting us parts we needed for our Prototyping that we used all the time inside our R&D lab. Yeah, and if Rey didn’t show up in time to get those parts we couldn’t get the next pieces of these Prototypes done on time and so he became a team member Rey would get product We teach him how to work out. He’d come in. We’d celebrate things with him. That was he a paying Team member. No, did we pay for his services? Absolutely. Did we send him a Christmas card? No question Was he feeling like he was part? Yes, and the most miserable days of the year was he there? Absolutely and Embracing the different types of contributors you have of the team and letting them feel apart even if they’re just an arm length away is Another way to help turn your team and or force multiplying effect and of course the biggest force multiplying effect, if you do the same with customers and contributors would be with your community and You know a lot of people are like, oh, yeah I gotta check the community Bach and I’ve got a donate X or Y to some local charity to show like hey We’re a business with a heart or something like that That’s not really what I’m after I’m really after Showing the community Why you exist and what the point is and really giving without expectation? Because when people start to feel that they want to make sure that your team Continues to succeed. They will not let you fail Yeah, yeah when people get bought in it’s funny you mentioned ray It was Ray the delivery man, right how he’s not on the payroll, but he’d go to bat for you I’m sure if he needed a part or something, you know and I was just reading the biography of Tiger Woods actually and there was a story in there about how Nike was working with this Factory in China and they had a good relationship with the guy who ran the factory and Tiger Woods needed five dozen golf balls in Germany Overnight and the only way to do it was to get the factory manager to personally fly them there But he won’t he was excited about the mission of Nike and Nike Golf and he jumped on the plane and took the balls with Him and hand-delivered them to him not on the payroll, but just a guy who was bought into the mission. So it’s so powerful That’s a great example and that’s exactly what I’m talking about And there are things that happen for that person to say I feel a part of that success I want to make sure that that Individual that brand keeps succeeding. Mm-hmm Great example. Yeah, so in these organizations, I think a lot of this – another thing would be respect How how do people earn respect in the organization? Very hard. Mm-hmm and it’s very easy to lose it. Mm-hmm first. I think a lot of people Forget the point or don’t even understand the point of respect to begin with Some people will say yeah respect you got to respect me I’m the c-level leader here right when I come in you stand up because it’s my title Now that’s not the respect and that’s not the point of respect. The true point of respect is Contribution, that’s the goal of this the goal is mutual respect where anybody at any level of your organization is Willing to raise their hand and say, excuse me. I think I have a good a better idea a good idea I think we should do X instead of Y Their willingness to raise their hand Without retribution is how you start to truly brill the high performance team Now to do that it doesn’t come from the Respect of the title. It comes from the respect of your actions Mmm, you know you can get them in two ways authority or actions But the one that you want to build from is from actions, they have to see time and time again, you know, I in My book I a story about hunting this war criminal in Bosnia and The we had this young seal in our platoon. It was his first deployment and We’re out in the woods and there are all these enemy troops being shuttled around and we’re a small group it’s just like four of us and We’ve run into a Huge snag in the mission and it had to do with taking a picture of the bad guy when he’s driving by and the camera couldn’t focus because it was a first generation digital SLR and and We were trying to figure out okay well, how are we going to deal with this because they’re telling us right now the missions over and That we’re all under these tarps, and we have all this camión we’ve been in the woods for like five or six days and we’re whispering and like it’s got an idea and The youngest guy. Yes, sir. I got an idea Mike. What do you got? He’s like, I think we should dig potholes potholes And of course, you know Here I am Naval Academy grad it’s supposed to be the smartest guy in the room or thinking I’m supposed to be the smartest guy in the room, and I’m like Okay. Well, we could you know fall a tree at just the right time and do these you know all these complicated ridiculous kind of Hollywood stunts and and Here comes Cappy with this great idea and he says I think we should dig potholes now it took a couple of nights and we had to set up our Infrared lights and make sure that we could sneak out there and do it when no one saw us doing it and it worked We dug a pothole big enough and deep enough that over time that car slowed down just enough so we could get the picture and I bring that point up because what happened next is that you always have to debrief after a mission and we come back stateside and we debrief this mission and Copies in the room. He’s his youngest kid there and all the new young seals are coming in and Here I am the lieutenant the Senior Lieutenant and I say oh by the way let me explain to you how this mission went from failure to success and I call out the young seal and I called his great idea and it was his idea and I just kept saying like he’s saved that day That’s how we got this done Mayhap, first of all, how do you think it made that young seal feel? Oh, yeah. It’s gonna be beaming Right and then second of all all the new kids who are about to deploy are like, oh wait a minute Maybe I could have the great idea and save the mission. Mm-hmm and how great would that be? Right and I mean How does that then make me as a leader look? Yeah, great. Like he’s like, oh my god, if you do something great when you’re working with mr Mill’s he’s gonna make you even better because he’s gonna call you out. He’s not gonna take the credit He’s gonna make sure I get the credit right building people on in Right and then after a while people don’t care about the credit because they know it’s all about just getting the mission done. Mm-hmm And that’s respect that’s where you start to build a new tool respect and I go into more detail in the three hours of Recognizing and realizing and requiring but at the end of the day it takes consistency of making sure that you respect their Contributions and that you get them to here because you’re really after diversity of heart Excuse me diversity of thought not diversity of heart Hmm. Yeah, how do you build a diverse team that that has that diversity of thought but not of heart So when I talk about heart I’m talking about attitude. Mm-hmm I’ll take every color in the Crayola box I’ll take every sexual orientation risk I could care less what you have four tattoos or Colors of hair or ink? I’m gonna pick it. It doesn’t matter to me as long as your attitudes in the right place mm-hmm if your attitude is in the wrong place you’re Deciding to choose that attitude you’re deciding to always be negative You’re deciding to always look at the worst-case scenario. You’re deciding to bring things down. I won’t tolerate it It has to be removed it is like a bad apple because that can be just as infectious if not worse and we have a We have a theme and seal team called misery loves company. There’s a huge massive log called old misery and it’s burned those letters misery loves company in the side of it and you Can’t have it. All the miserable is get put on that log. Mmm Now they happen to be miserable at that moment because they have failed that particular evolution and they get stuck on old miss but that’s the point is You want different cultural backgrounds? Because they’ll come at it from different perspectives. What you don’t want is Different negative attitudes I’m not saying everyone has to be super peppy cheerleading positive But I don’t want seriously negative jerks. It’s basically the no asshole rule Yeah setting this as the standards for your group How do you how do you do that through stories or through talking to people or through some sort of company mission statement? How does that how does that get baked in? The very first thing is in the recruiting process right in the beginning. Mm-hmm I’ll ask them stories right out of the gate tell me stories Tell me a story about you Brendan tell me too, you know, and you know go. Well, what’s your favorite story Brennan? I mean just I want to make it real freeform in the beginning and you’ll come up with some story where you’re either the hero or You were the guide And I want to hear that difference We the guide or either hero. What what was better? Ah, well, it was the day. I won the, you know, super national Olympic championship Okay. Well, what was so great about that Well, I did it it was all me But there were seven other people on the boat. Yeah, but I was in the bow and I crossed the line first No, okay, so it’s all about you. That’s one Avenue, right understanding the hero and the guide relationship or Maybe it’s the villain. Maybe you’re the victim in that right so you can then Well, I’ll give you my story and it’s a sob story When you’re the victim, but it all happened to you That’s that’s one line of questioning. Next line of questioning is Hey Brendon, tell me about your greatest failure And I kid you not you know how many times people have said to me they shrug their shoulders they’ve given me kind of a smirk like Maybe they’ve winced a little and said, oh, you know all that I gotta tell you I I really can’t think of any because I guess I’ve just been lucky I I just I’ve succeeded everything I’ve touched. Oh Really You know, that’s a very short conversation after Apple because that tells me wanted two things one You’re so damn arrogant that you you can’t think of a single time where you’ve made a mistake or two You’ve never pushed yourself To the point of failing. Yeah, you know another parallel and seal team. That’s very similar to being in business is If you aren’t failing you’re not trying hard enough. Mm-hmm, right and then SEAL team or in business What do you want to have happen when you’re preparing to go into battle you want to fail fast? Yeah, it’s just gonna work or isn’t it? I need to know Okay, well let’s try it out and let’s just do it in a way where we don’t get people injured now That’s the difference between SEAL team and in business, right? No, unless you’re launching rockets You don’t want to really get people hurt, but you get my point You get my point right? Yeah. Yeah. Okay and and so that’s the same thing It’s like you want to find those times where they’ve had those great experiences of failure Great. Tell me what you learn from it you Know are they humble enough? Because you’re after I want humble I want hungry and then I want to know do they are they competent enough to get the job? Because we can teach them pretty much anything. You need to know But is there some other kind of magic that they can bring to this table? And usually that magic is going to stem from them being humble enough to know that there’s eager to learn And so that’s how I go through those and you know, I’ll also ask them things like hey, what are you most proud of? and And I want to hear it and then I’ll ask him. He said tell me about your goals What do you want to do in five years? Where do you want to be? Mm-hmm? You know sometimes they’ll say oh You know, I want to be working here in five years when I come on Tell me what you really want So so you’re sorting for all of this right from the get-go and that’s that’s how you’re finding that cultural fit Your higher for culture. Mm-hmm. They’re hiring for culture Well Alden before I ask my last question if people want to learn more from you, where should they look for you online? They can come to my website Alden – Mills com lden – Mills com All right, and and we’ll put links to that and enter your book as well down in the show notes for anybody listening That’d be great. All right, and all that my final question is What can a leader do to create more leaders in their organization? Take care of the ones you have Inspire them to do more than they originally thought and do it with Engaging them and enabling them to succeed put them in positions of leadership responsibilities once you finally attained that position of authority in your Organization. Do you know the number one thing you need to start doing? What’s that give what give it away Isn’t that isn’t that ironic right, you you you work to get to be the the president the the CEO the SVP the EVP and then you’re going to turn right around and give that our That you’ve worked so hard to get to the people beneath you that are actually Above you because you should be thinking of it like an upside down pyramid that you’re serving everybody else But the more you start to enable and empower people From the power position that you’re in They’re gonna give it back to you in the greatest form of power that you can get well cause gratitude Awesome Alden. Thank you so much You’re welcome. I love what you’re doing and I hope this fires up your listeners to go out there and Make those big hairy audacious dreams become reality Everybody that was Alton Mills three-time Navy SEAL platoon commander former CEO of perfect fitness one of the fastest-growing companies in America an author of Unstoppable teams the four essential actions of high performance leadership And if you want to help us get more great guests like this on the show Then be sure to give us a review with especially on Apple podcasts. That’s a huge help and we’ll catch you next time

One comment

  1. So many great lessons from Alden – @25:13 "to move from selfishness to selflessness requires a leader who is going to set and model the way." What did you think?

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