0:01

You know one of the first things I

0:03

outsourced when I started my business? Payroll and

0:05

HR. Well, Gusto's payroll and

0:07

HR services can make it even

0:09

easier. Gusto was designed for

0:12

you, the small business owner. They take

0:14

the pain out of running a business,

0:16

automatically calculating paychecks, filling payroll

0:18

taxes, getting set up for open enrollment.

0:20

Gusto does it all. You want more?

0:23

Time tracking, health insurance, 401k,

0:25

onboarding, commuter benefits, offer letters,

0:27

access to HR experts. You

0:29

get the idea. With Gusto,

0:32

you can focus on the joy of running

0:34

your business. It's super easy to set

0:36

up and get started and if you're moving

0:38

from another provider, Gusto can transfer all

0:40

your data for you. It's no surprise

0:42

that 94% of customers

0:44

are likely to recommend Gusto 94.

0:48

But here's the best part. Because you're

0:50

a listener, you get three months

0:52

totally free. All you

0:54

have to do is go

0:56

to gusto.com/duct tape. Again, that's

0:59

gusto.com/duct tape. I'm telling you,

1:01

you're gonna love Gusto. Get

1:03

started today. I was

1:07

like this, I found it. I found it.

1:09

This is what I've been looking for. I

1:11

can honestly say has genuinely changed the way

1:13

I run my business. It's changed the results

1:15

that I'm seeing. It's changed my engagement with

1:17

clients. It's changed my engagement with the team.

1:20

I couldn't be happier. Honestly, it's the best

1:22

investment I ever made. What you just

1:24

heard was a testimonial from a

1:26

recent graduate of the duct tape

1:28

marketing certification intensive program for fractional

1:30

CMOs, marketing agencies and consultants. Just

1:33

like them, you can choose

1:35

our system to move from

1:37

vendor to trusted advisor, attract

1:39

only ideal clients and confidently

1:42

present your strategies to build

1:44

monthly recurring revenue. Visit

1:46

dtm.world slash scale

1:50

to book your free advisory call and learn more.

1:52

It's time to transform your approach. Book

1:55

your call today. dtm.world

1:58

slash scale. Hello

2:09

and welcome to another episode of the

2:11

Duct Tape Marketing Podcast. This

2:14

is John Janss. My guest today

2:16

is Scott Stratton. He's the president

2:18

of Unmarketing. His co-authored six best-selling

2:20

business books with his business partner

2:22

and wife Alison and was formerly

2:24

a music industry marketer,

2:27

national sales training manager and

2:29

a college professor. If you could

2:31

just add NBA started, it

2:33

would be amazing. Right. It's

2:36

just how professional speakers for

2:38

companies like Walmart, Pepsi, Adobe, IBM,

2:40

Microsoft, and the list goes on.

2:43

But today we are going to

2:45

talk about his book, Unleadership Making

2:49

Building Relationships Your Business. So welcome,

2:51

Scott. John, if it wasn't

2:53

for my height, my endurance, my strength, my

2:55

shooting ability, my defending ability, and rebounding, I

2:57

would be in the NBA. Thank

3:00

you for having me on, John. It's wonderful to see you again. Exactly.

3:02

As with all of us. Exactly.

3:04

Here's what I really want to know.

3:07

When is the revised edition of QR

3:09

Codes Killed Kittens coming out? You're

3:11

the best part. The best. I

3:13

know it's a joke, but the best part about

3:15

that is when you write a book called QR

3:17

Codes Killed Kittens, which is a

3:19

business picture book of business screw ups. When

3:23

a New York Times reporter during

3:25

a pandemic, Google's QR Codes, because

3:27

they're doing a story on how

3:30

crazy they've been, whose name

3:32

do you think comes up first for them every

3:34

single time? I got into New York Times twice,

3:36

including I have it right here beside me for

3:38

my mom, in addition to the New York Times,

3:40

just because of that. So it's like, if it

3:42

didn't bring me anything, and if you were every

3:44

single, I swear to every time

3:46

it came up in the news, somebody, people would

3:48

forward it to me. What do you think now?

3:50

What do you think now? And I'm like, it

3:52

only took a pandemic and for Apple to make

3:55

the iPhones have it natively in the camera. That's

3:57

all. That's all. They

4:00

became known. Yeah, but this. They.

4:02

Still don't belong on billboards on the highway.

4:04

That is still don't belong a billboard. They

4:06

still don't belong in an email. They still

4:08

does all the rules a little high and

4:10

hasn't seems Go back I looked. go to

4:12

the tape you have me. I have my

4:14

forgot it with of What a Burger conference

4:16

and I told them I said there might

4:18

be in a closed system. Great boarding pass.

4:20

Killer concert ticket awesome. You walk around a

4:22

public not as easy to do. Have you

4:24

ever seen a human being? you know if

4:26

this doesn't doesn't always where data Yeah so

4:28

congrats that you are caught them. There's

4:31

the through winner of that so as

4:33

either through this gets good for it's

4:35

So what does Exile like about this

4:37

book is that the chapters are all

4:39

really short. There are seventy like for

4:41

page chapters and I am. I get

4:43

like excited when I finish a chapter.

4:46

One of the great things with So

4:48

with with I'm such and such a

4:50

lucky human because like Allison is a

4:52

a brilliant writer and I run after

4:54

squirrels my I just run around and

4:56

I do. There is reason why I

4:58

got so big graphics. right? That's

5:00

about it my a length of my focus of

5:02

time that I can write things for and so

5:04

when regime a marking was doing I was writing

5:06

it in a way that i thought which was

5:08

very short or chapters and I wasn't as ran

5:10

that with a baton and we got to on

5:12

leadership. One. Of it Really key

5:15

things in the reason Why does seventy. Yeah.

5:17

Small chapters in it is because if

5:19

our them I believe that one of

5:21

the most important parts of leadership is

5:23

simple awareness. Meaning. Knowing what you

5:25

can and can't do and knowing your people

5:27

as well and how you know how you

5:29

affect them. That we can't talk about leadership

5:31

because else and I are blessed with the

5:33

fact that we don't go into work. That.

5:36

We don't have a boss. That. We

5:38

don't have a corporation and we don't have by I.

5:40

It's easy for me to get onstage and say just

5:42

do this and I get the go home. but

5:45

for us we want to say lot of self

5:47

awareness was a key we have to be self

5:49

aware and so we found we looked up and

5:52

we just figured out over extended period of time

5:54

you know you're getting a book together he does

5:56

ideas are popping popping and we came up with

5:58

fifty three on leaders that

6:00

we had learned from and either gotten to know

6:02

or knew from afar over the past 15, 20

6:05

years. And decided,

6:08

Allison interviewed every single one of them for an hour,

6:10

boiled all their thoughts down to about 1100 words each, and

6:14

put it all together. And it's the

6:16

most diverse group of industries, of levels,

6:19

and of human beings that we think

6:21

we could find for it. And the

6:24

best, you know, red thread as Fred

6:26

Danson would say, the best through all

6:29

of it was almost every single person

6:31

in the book questioned why they

6:33

were being asked to be in the book. They

6:36

didn't think they were, like, why would you ask

6:38

me to be in a leadership book? And the

6:40

answer was, because you're asking why. Because

6:43

you're not doing these things to

6:45

be in a leadership book. You're

6:47

not doing these things to go

6:50

trend virally on Instagram or

6:52

something like that, or LinkedIn or something like

6:54

that. That we got to – it's one

6:56

of the wonderful things, not about social media,

6:58

but being an author and being in this

7:00

world where we get to go, and

7:02

I get to see so many companies when

7:05

I go through and talk to so many people, and

7:07

certain things just kind of bubble up

7:09

to the surface. And then we get to go

7:11

and say, look, here's our favorite 53 people in leadership.

7:15

And it's such a joy. Yeah, that's

7:17

amazing. So I guess maybe

7:19

we better let you define it. I'll

7:23

bite. What is un-leadership? You

7:25

know, I think un-leadership is really – it goes with

7:27

all of our other uns, the unselling, unbranding, and unmarketing

7:29

stuff, which is leadership

7:32

is moments. It's

7:34

not in the time where – leadership

7:37

is not a performance review. Leadership

7:39

is not an all-hands meeting, and you get up

7:41

and talk to the team. Leadership

7:44

is made up of everyday things because

7:47

we understand that – it's like the word culture,

7:49

okay? And what is that? Well,

7:52

it's very simple. It's how

7:54

the person at the bottom of the org chart feels. Culture

7:57

is driven top-down and felt bottom-up. Last

8:00

week out in front of a bunch of leaders in a room

8:02

and I let them as a none of you know the actual

8:04

culture of your company. Because. You have power.

8:06

And. A cultures felt by that bottom rung and

8:09

that's where and leadership of people looking at the

8:11

people below them as their inspiration versus the people

8:13

above. That's. Really where it comes down

8:15

to me. So. A.

8:17

Theme of really all of your

8:19

books is to somewhat say what

8:21

we. Commonly take as marketing

8:24

or is selling or his leadership

8:26

maybe is wrong sets and that

8:28

there is a here we go

8:30

puns. I'm. Learning that we have to

8:32

do. I mean, would you say that's true that

8:34

most leaders or many leaders need to unlearn what

8:36

they've been taught. I I think

8:39

really it's it really comes. It's yeah,

8:41

I think people and I are individually.

8:43

I really hurt bit of Act Three

8:45

My say people is because you can't

8:47

try to figure out or shift or

8:49

change as a leader. And. Not as

8:51

a person, So. If self awareness

8:53

is really huge and I beg of people

8:55

to hear that a self awareness of such

8:58

a huge key to not now going forward

9:00

but always. But. Also in the world

9:02

that I don't think you put on your

9:04

professional. Persona. And

9:06

you can be self aware and you than yeah,

9:08

take it off and you're not. And I think

9:11

one of the things is realizing that we are

9:13

part of the situation. It's like saying you not

9:15

yet you that you know. For me, example, Every

9:18

single relationship that I broke up with

9:20

somebody. Every broken relationship I've had in

9:22

my life, and there's been many. I'm

9:25

the only common denominator. announce. It.

9:27

Was never my fault. But.

9:30

I'm the only common denominator so starting to

9:32

realize those things and as he wanted to

9:34

have a different relationships maybe look at yourself

9:36

to. It's like I'll give you an

9:39

example of that even though this is right down

9:41

to personal side of the road. But it's like

9:43

the phrase ever heard that for a i phrased

9:45

that that old phrase were at. You want

9:47

to be right? Or do you want to be happy? Might.

9:49

Not be easy, Say that line about the merits. And.

9:52

I always hear that on my dad's good

9:54

point writer. Not what I never thought. When.

9:57

I never saw. Was. there

9:59

was a third I could

10:01

be wrong. Possibly wrong. You

10:04

know, not just are you right or you're happy,

10:06

but maybe also looking at what you could be

10:08

wrong. And that was never part of

10:10

that equation. That was never part of that answer. It's right

10:12

or happy. No, maybe it's maybe to

10:14

submit you're wrong sometimes. And it's a fascinating thing

10:16

in leadership that we don't take that. Look

10:19

at a company. Look at a company with, let's

10:21

say, five levels. Okay? CEO, and

10:23

then we have VP, director, manager, then the

10:25

bottom of the orchard. What

10:28

you drive down is the wake is heavier and heavier

10:30

as it goes down. And if you

10:32

want to know how things are going, do you want to know

10:34

how to be more efficient? Do you want to know how to

10:36

hold on to your people? They know. They all

10:38

know. The problem is,

10:40

any time we go against what

10:42

the upstream is saying, we call

10:45

it insubordination. Except the only

10:47

way to innovation is through insubordination. Think

10:50

of every company that's ever innovated. They

10:52

usually broke into or took away or

10:54

threatened an existing piece of business or

10:56

an existing way of doing something. But

10:59

that insubordination and what – and if somebody – I

11:01

want you to hear this. Anybody listening right now who

11:03

is in a leadership position, I don't care how high

11:05

up or how down low you are. Anybody reports to

11:07

you. If that individual

11:10

is talking to you and you feel

11:12

they're being insubordinate, meaning they're disagreeing with you, which

11:15

is not insubordinate, by the way, but

11:17

they're disagreeing with you, giving you feedback and saying, I don't think

11:19

this is going to work, do

11:21

you understand the risk they're taking? That

11:23

they are risking potentially their job or

11:25

their future placement in the company or

11:27

their relationship with you to drive this

11:29

home. That's how important this point is

11:32

to them. So instead of trying

11:34

to think of why I'm right or why I don't –

11:36

this person shouldn't be saying this or

11:38

they were told something, we hire

11:40

people so we can use their brains on

11:42

top of whatever else they're doing. And

11:44

you want to keep people – listen to them. You

11:46

want to keep people – ask for their feedback. You want

11:49

to use something simple. Stop, start, continue. The

11:51

most basic thing that a bunch of people have used in the past. What

11:53

should we stop doing? What should we start doing? What should we continue doing?

11:56

But we don't. You don't know what it's like

11:58

to work for you. that

12:00

on the screen on stage and I let

12:02

it sit there for about 10 seconds. It's

12:04

the juiciest 10 seconds of my day because

12:07

it makes people shift

12:09

a bit in their chair. And then I

12:11

say to them, this can't be about

12:13

you personally because

12:16

I don't know you. But if

12:18

you're getting a little uncomfortable reading this, take

12:21

note. It's

12:23

my pleasure to welcome a new sponsor to

12:25

the podcast, our friends at Active Campaign. Active

12:28

Campaign helps small teams power big

12:30

businesses with a must-have platform for

12:33

intelligent marketing automation. We've

12:35

been using Active Campaign for years

12:37

here at Duct tape marketing to

12:39

power our subscription forms, email newsletters

12:41

and sales funnel drip campaigns. Active

12:44

Campaign is that rare platform that's

12:46

affordable, easy to use and capable

12:49

of handling even the most complex

12:51

marketing automation needs. And they make

12:53

it easy to switch. They provide

12:55

every new customer with one-on-one personal

12:58

training and free migrations from your

13:00

current marketing automation or email marketing

13:02

provider. You can try Active Campaign

13:04

for free for 14 days

13:07

and there's no credit card required.

13:09

Just visit activecampaign.com slash

13:12

Duct tape. That's right. Duct tape marketing

13:14

podcast listeners who sign up via that

13:16

link will also receive 15% off

13:19

an annual plan if purchased on

13:21

March 31st, 2024. That's activecampaign.com slash

13:26

Duct tape. Now this offer is

13:28

limited to new Active Campaign customers

13:30

only. So what are you waiting

13:32

for? Fuel your growth, boost revenue

13:34

and save precious time by upgrading

13:36

to Active Campaign today. You

13:39

know one of the first things I outsourced

13:41

when I started my business? Payroll and HR.

13:44

Well Gusto's payroll and HR

13:46

services can make it even easier.

13:48

Gusto was designed for you, the

13:50

small business owner. They take the

13:52

pain out of running a business

13:54

automatically calculating paychecks, Filling

13:56

payroll taxes, getting set up for

13:58

open enrollment. Gusto. Though does it

14:01

all? You want more time tracking

14:03

health insurance Four One K on

14:05

boarding Commuter benefits offer letters accessed

14:07

Hr experts. You get the idea.

14:09

With Gusto, you can focus on

14:11

the joy of running your business.

14:13

It's super easy to set up

14:15

and get started, and if you're

14:17

moving from another provider, Gusto can

14:19

transfer all your data for you.

14:21

It's no surprise that ninety four

14:23

percent of customers are likely to

14:25

recommend Gusto Ninety four. But here's

14:27

the best part because your listeners,

14:29

you get three. Months totally

14:31

free! All you have to

14:33

do is go to gusto.com/duct

14:36

tape. Again, that's gusto.com/duct Tape.

14:38

I'm telling you. You know,

14:41

Love Gusto! Get started today.

14:45

You know, as a. And a side

14:47

note here as a speaker it had it's

14:49

problems. the. Was. Hard to

14:51

hold on to something for ten seconds

14:53

of silence on a field like ten

14:56

minutes. It's so great it's because I

14:58

know because also because part of that

15:00

for me as that's my job like

15:02

that's my that's what I do so

15:04

doing that type of timing something is

15:06

really important impact because also it's your

15:08

stays on a might be another thing

15:11

every the terrible leader. What I'm saying

15:13

is we have shaped the entire foundation.

15:16

right? To say because there's a

15:18

lot of people right now. That.

15:20

Are trying to go back to four and a

15:22

half years. As a lot of

15:24

people right now saying, let's just go back

15:26

to normal, back to business and you're missing

15:29

the plot. You're. Missing.

15:31

Every. People. Are not

15:33

going back. Things. Have

15:35

Sisters. It was the great we called

15:38

the blue. We. Had

15:40

resistance to working from home for twenty years and

15:42

you i say twenty years because I ask over

15:44

twenty years ago to telecommute because we call the

15:46

telecommuting at the top right when my some of

15:48

them actually did learn and I traveled to train

15:51

art art, a series and sales and they are

15:53

said know what we're not Cumbria does that. They're

15:55

also not a company that like the would er

15:57

on the internet for a long time. And

16:00

you look at this stuff and people are just like, no,

16:02

and I can use that example. And one of the things

16:04

that one of the problems, John, you

16:06

have to speak somewhere that I can you talk

16:08

to our audience about, you know, retaining people nowadays

16:10

and a younger generation and attracting young generation, but

16:13

just don't bring up two things. Don't bring up

16:15

pay and don't bring up return to office. And

16:18

I'm like, so the two main things, the two

16:20

main things, right? It's

16:22

like, it's like, there's a great phrase. I saw

16:24

somebody speaking at like a Davos or something. He's

16:26

like, it's like having a firefighter convention and not

16:28

being allowed to talk about water. It's

16:31

literally those things. They're your biggest

16:33

things. Or you're like, Hey, well, why don't

16:35

we put something on, you know, like, how do we attract younger people

16:37

to our industry? And somebody pipes up, you know, an intern's like, why

16:39

don't we do something at TikTok and you're like, shut up. You

16:42

know, we don't do that here. We don't do that

16:44

type of stuff. And you're just like, what are you

16:46

talking about? What are

16:48

you talking about? I'm

16:50

really hoping I'm trying to get us

16:52

back to the point of understanding what

16:55

a job is. A

16:57

job, somebody working for you is

16:59

a business agreement. It's a contractual

17:01

agreement. I offer you my skills

17:03

and my intellect. You give

17:06

me a job description that I'm supposed to

17:08

follow, including other duties as noted, which is

17:10

the worst one of the whole job description,

17:12

and then change. You give me a compensation

17:14

package. But we thrown that somehow it's

17:17

just like you work here, you do what I

17:19

say and you'll like it and

17:21

I'm just, I'm done with that. And so

17:23

many people are too. One of the early

17:26

chapters, I think it's chapter three, chapter four.

17:28

I don't have the table here, but you,

17:30

you essentially talk about leadership being a creative

17:32

action or creative act. And

17:34

I think that is something that

17:37

so many people miss. You cut out right when

17:39

you said the exact point I was going to talk about. I did.

17:41

You can repeat it. Oh, the chat, the

17:43

title is over the idea of the chapter is

17:45

that leadership is a creative act and

17:48

that I think that's a part, I think

17:50

that's a brilliant idea that so many people

17:52

miss because they think they're not creative. Well,

17:55

and that's part of the point too, right? It's

17:57

like when you're coming. Together

18:00

and is any. It's like it's

18:02

the subtitles. big building relationships, your

18:04

business. It's literally about relationship. And

18:06

when you come together, Relationship, right?

18:09

The. Some of what creates out of that is

18:11

supposed to be something you can't do yourself.

18:13

a leader Supposed to be able to tap

18:15

into their people and stuff they didn't think

18:17

they had within That think they can come

18:19

out with is a great one. Jeff Alexander

18:21

is a want to chapters. He talks about

18:24

partnerships even. Where. You're going

18:26

into a going into a partnership where you

18:28

at your what we looking at the other

18:30

side first when you're leading with be than

18:32

what are they nice What have they need

18:34

sources This would have been trying to get

18:36

out of something in that same thing is

18:38

that leadership support a relationship as well. So.

18:41

Relationships. Connection. Group.

18:44

Hogs, How do? how do we not

18:46

make this family? Because I don't believe

18:48

it's a family now. Have a say

18:50

on it's not like I've been raised.

18:53

I agree result of having Fight of the Woods

18:55

is a fine line between node young. When I

18:57

hear relationship connection do I start to leap to

18:59

like oh this is a personal thing. Yeah.

19:02

Well, that's the thing, or console is

19:04

a couple of thing, so it's funny.

19:07

I think I'll pass most against relationships,

19:09

marketing, and connection and Leadership's are the

19:11

ones that call their businesses a family.

19:14

Because. What they mean by that is you don't

19:16

say anything negative, you don't brain thing up. You don't

19:18

go outside of the house the don't go that it

19:20

it's like and like is I have a say I

19:22

don't need another. Else and I combine have

19:25

five kids. You can take your own family, do

19:27

what you need to but I'm were covered here.

19:29

Okay were covered here. And. On roman

19:31

ice again we got five great ones

19:33

and I gone again. For anybody else

19:35

coming into this or I know the

19:37

odds but there's this thing that that

19:39

the problem is it's always the contacts.

19:42

I because I talked to people like privately about because

19:44

I brought it up and I said don't say

19:46

we're a family here don't miss it's it's not good.

19:49

And. Nobody else might be one leadership donors because

19:51

everyone saying and. And their

19:53

enough. Hence. Is. Supposed to be good.

19:56

But I. really want people go back down

19:58

to let's go to a to pay we're on

20:00

school It could be like grade 12 or it

20:02

could be maybe college. There's that the basic communication

20:04

model Right. You just pull that

20:06

out of a textbook, right? There's sender and receiver Right

20:09

and the sender encodes the message they're gonna send

20:12

and they send it to you and then in

20:14

between you there's noise and then the receiver Decodes

20:16

it and takes it the way they take it

20:19

Well that type of stuff when you look at

20:21

somebody who's about to work and say don't we're

20:23

family you mean one thing They hear

20:25

another it's just a bad way to put it.

20:27

First of all But I

20:30

really break it down to somebody and say what do you

20:32

mean by you mean that you have each other's back? Okay,

20:35

then that is not it. We're a strong team.

20:37

It's our warning Okay family

20:40

is I'm gonna feel like I'm gonna show up at Thanksgiving. I have

20:42

to deal with that cousin again I don't have to want to see

20:44

and I got to see him like twice a year Right

20:46

face not look and people use these phrases

20:48

and stuff too And we throw them out

20:51

in leadership without even knowing the context of

20:53

that like the the

20:55

family phrase blood is thicker than water Right

20:58

you hear that phrase that's an old time and that's not

21:00

the saying It's blood

21:02

of the Covenant is thicker than water of the

21:04

womb It's actually the opposite of what

21:06

the phrase means that created connections

21:09

can be stronger and better than family

21:11

connections it's actually contradicting what you're trying

21:13

to do and And

21:15

that's where it creeps me out like

21:17

as well, but relationships aren't

21:19

about that Well relationship is simply

21:21

you are you are connected to the other

21:24

person and you understand them That's

21:26

what relationship is to me a person relationships

21:28

a whole other thing I don't think that you should

21:30

have to do anything outside of the office for your

21:32

job I don't think you should be you

21:35

should lose anything though because of that I

21:37

think that I do my job and I

21:39

do it Well, the problem is

21:41

people's definition of well, well

21:44

a team player comes out for drinks a

21:47

Team player comes on does this type of thing? Oh,

21:49

you're gonna chip in for the boss You're gonna are

21:51

you're getting the gift for the boss? You're

21:53

gonna chip in by the way, stop that money

21:56

flows down not out. Okay, there's

21:58

no bosses. You don't buy bosses day stuff. Fundraising

22:01

is inappropriate to do in the office when

22:03

it's directly threatened somebody saying you can walk

22:05

into their cubicle and say are you gonna

22:07

fundraise these type of things? No. Because

22:10

they're like well this is professional. You're not professional. So

22:13

much of what we say and do is not in

22:15

these workplaces but they say well with this. No. It's

22:17

rules for the enough for me a lot of times when it comes

22:19

to these things. So you mentioned and I

22:21

know this is gonna be hard for you. I'm gonna do

22:24

it anyway. There were 53 people you interviewed.

22:26

Do you have a favorite story? It doesn't have

22:28

to be a favorite story. Do you have a

22:30

story you like to tell as a leadership, a

22:32

great leadership example of somebody you profile? Dr.

22:35

Derek Kayongo. He is one

22:38

of my favorite people on the

22:40

planet and for a few reasons. One,

22:42

he's the best dresser I've ever seen in my life. He's

22:45

the coolest person I've ever met in my life. But

22:47

beyond that he's the most

22:49

genuine, caring person. One

22:52

of the people I've met in my life. Derek,

22:54

one of the things he noticed when

22:57

he came over to America when

22:59

he was stayed at hotels was that they

23:01

were throwing away the soap. And

23:04

he came from a country that well they didn't

23:06

have a lot of soap and that would be

23:08

really frickin cool. If all the

23:10

soapies would throw out would go over to where

23:12

I throw off and he created an entire organization

23:15

and got the entire entire country

23:18

to get their soap all sent back.

23:21

And he had a whole thing and disinfected it

23:23

and he created an entire soap company's all problem.

23:25

I have a man bun and

23:28

Derek changed the world in soap. So it's

23:30

like I spoke after him at an event

23:33

and he got up there and then it

23:35

was like the Kelly brothers were the day

23:37

before. So two astronauts, Derek Kayongo,

23:40

man who changed the world with soap and then

23:42

I walked on stage. I really got to

23:44

plan these things better because to the

23:46

moon saving the world and I'm just like man bun.

23:49

That's what I do. I love them.

23:51

But honestly, John, to give you now the cop out

23:53

answer after that, like literally I

23:56

just feed through it and then pick one. That's

23:58

Aaron Burry. Aaron, I... I knew from Twitter

24:01

in 09, we're all Toronto Twitter people.

24:03

She ended up creating willful because she

24:05

noticed that wills were

24:08

very cumbersome, very kind of expensive. You had to go

24:10

through lawyers. She's like, it makes no sense. So

24:12

now she created willful. Willful is online wills in

24:14

Canada. She went and worked with every province, every

24:16

law board, everything else. And now she's got a

24:19

wonderful company that gives a damn. And

24:22

I got to watch her build it on LinkedIn, all

24:24

through her posts because she wanted to

24:26

change the way things were done. And that's one of

24:29

my favorite parts of people

24:31

and of startups and of founders.

24:33

It said, it's one of my favorite parts

24:35

about disruption is customers who get

24:37

so pissed off, they create the alternative.

24:40

And that's what she did. I love that too. Well,

24:42

Scott, it was awesome catching up with you, having you

24:45

stop by the duct tape marketing podcast anywhere you want

24:47

to invite people to connect with

24:49

you or find obviously a

24:51

copy of Unleadership. Yeah.

24:53

Unleadership available wherever good books are sold.

24:56

Um, and yeah, we're at unmarketing.com.

24:58

Come by, say hi, LinkedIn, Instagram,

25:01

whatever you want. And just enjoy the book. If

25:04

I reach out to you on LinkedIn, do you want me to

25:06

unfollow you? Is that? Oh yeah. It's

25:08

my last place. I think I'm like, I'm gone on

25:11

Twitter. I'm gone on Facebook, but LinkedIn is holding on.

25:13

So I'm still there as for the time

25:15

being. So hurry up. All right. All right.

25:17

Again, thanks for stopping by. Hopefully we'll run into you

25:19

one of these days out there on the road. This

25:32

episode is brought to you by the Yap Media

25:34

Podcast Network. I'm Hala Taha,

25:36

CEO of the award-winning digital media

25:38

empire, Yap Media, and host

25:40

of Yap Young and Profiting Podcast,

25:42

a number one entrepreneurship and self-improvement

25:44

podcast where you can listen, learn,

25:46

and profit. On Young and Profiting

25:48

Podcast, I interview the brightest minds in the

25:50

world and I turn their wisdom into actionable

25:52

advice that you can use in your daily

25:55

life. Each week we dive into a new

25:57

topic like the art of side hustles, how

25:59

to level up your influence and. persuasion and

26:01

goal setting. I interview A-Lift guests

26:03

on Young and Profiting. I've got the

26:05

best guests. Like the world's number

26:07

one negotiation expert Chris Voss, Shark,

26:10

Damon John, serial entrepreneurs Alex

26:12

and Leila Hermosi, and even

26:14

movie stars like Mackie McConaughey.

26:16

There's absolutely no fluff on my

26:19

podcast and that's on purpose. I

26:26

get straight to the point and I take things

26:28

really seriously, which is why I'm known as the

26:31

podcast princess and how I became one of the

26:33

top podcasters in the world in less than five

26:35

years. Young and Profiting Podcast is

26:37

for all ages. Don't let the name fool

26:39

you. It's an advanced show. So

26:45

join podcast royalty and subscribe to Young

26:47

and Profiting podcast or YAP like it's

26:49

often called by my YAP fam on

26:51

Apple, Spotify, Castbox or wherever you listen

26:54

to your podcast.