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Welcome to the Leadwell podcast , the

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podcast where we interview mission-driven

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leaders who are doing it well and

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we ask them what they're doing and how

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they're doing so that you can lead

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your business and your people well

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. A recent study showed that over

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half of the workforce is feeling burnt

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out and they are ready to quit , and

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for leaders , that percentage is even

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higher . That's why today's episode

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is so important . Juan Alvarado

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is a United States Army veteran

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who has trained tens of thousands of people

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in some of the most high-stakes situations

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that there are . He is a Gallup-certified

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strengths coach and he works with schools

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and school administrators to increase

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team efficiency , strengthen their communication

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and develop happier and more

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appreciated employees . No-transcript

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coming on this one . I can't wait to dive

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in with it today , with you . How

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are you my ?

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friend , I'm doing well and blessed . Thank

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you so much for having me today .

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That is awesome . So you and I have gone back and forth

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on this idea of being well and

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burnout , and how

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do we as leaders kind of

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show that we care about this ? How do we help

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people to make sure that we do those things

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? And I honestly want

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to know what brought it up . For you , kind

5:44

of this idea of well-being

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is important and we got to keep people

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from being burnt out at work .

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Yeah , so it all started with

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just being engulfed in Gallup Strengths

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and being involved with the Gallup

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organization and them

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doing so much research on well-being

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, and how do we continue

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to move forward in this space ? And

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you know it goes to . I think one of the stats

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that they had was it was crazy , I think

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it was 97% of people

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experienced burnout , and then it was like 93%

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of people experienced it this year and

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when they did , when they had did the assessment

6:23

or the test , I think at that

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time last year it

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was , I think we were like four months

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about this time , about four months into the year , and

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it's like how did you experience burnout already when

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the year just started ? But your bodies

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don't know January 1st

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compared to December 31st

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, right , your body just knows days

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and knows

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what it's currently going through , and so there's no reset

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, right ? That'd be awesome , that'd be great

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If December 31st and then January 1st

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, you're like oh , oh , forget

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everything you know , unload everything , and

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then you're a brand new person . But that's just , that's not

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reality . And so just understanding

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people , right

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, understanding how

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do I love others so

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much so that they can become

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better and just care about their wellbeing

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, and that's the whole sense of it . Right Is

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making sure that their being is

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well .

7:18

Yeah , and I mean that Gallup

7:21

survey basically said that all

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of us are feeling it right and maybe

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there's the one unicorn that is not

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so nine out of 10 of us . What

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are you seeing in people Like what does

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this look like actually being burnt

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out ? What does it look like with folks when

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you are out and around talking to people , and

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how is it impacting the

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places of work where we all are ?

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Yeah , I just finished hanging out

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with a buddy of mine named Jeremy Anderson and watching

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him do a keynote , and he said something

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that was astounding . He had said you

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know , we give our work our

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best , and then , when we come home , we

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give our family the rest , and

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that's horrible , right

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? How are we going to give an organization who

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maybe cares about us , maybe doesn't , and

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then go back to the people who love us

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the most ? Right , I think

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we can argue that that our family loves us more than

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the people who we you know we work for , and

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then we , they get . They get everything else . Um

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, and so what that looks like is

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, um , like I teach on complacency

8:23

, right , how how to , how to

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combat complacency and how to be intentional

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, and so how to be an intentional leader , how to be an intentional

8:30

father , how do we lead intentionally ? But the

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next piece , or the underlying part of that

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is how do we intentionally

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care for ourselves , how do we lead

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ourselves ? And so I think

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complacency sets in just that way . I think

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complacency sets in just that way , and

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I'm going to do all that I can for

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my organization , the people who cut me

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a check because I get paid , and

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this is what I do , this is my job , this

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is my work . But

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then we don't see the same thing in the payment of love and appreciation , or even that

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in rest , when we come back to the

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four walls that we live in and our family

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and those in those loved ones . And so what

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that looks like is giving

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your work your best , and then your family your

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rest , and and

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then we think that you know , plopping on the

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couch or sleeping is is

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the best for us , right , and

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rest is the best recovery . And

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sometimes it's not Like

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I'm sure that there's people listening to this have

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had an eight hour rest

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, asleep eight hours , and

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you're groggy , specifically now with the time change

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. Right , like you still slept your eight hours

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on Monday , but you're like , oh my gosh

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, eight hours of rest doesn't

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mean rest . But

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what is the difference in when you've

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gone to the gym , when you don't want to , right

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, I don't want to work out , I don't want to get on the treadmill ? And

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then you do your 3045 minute , let's say an

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hour , workout , and you're like

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I feel really good . How

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come you feel really good after a

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strenuous workout more

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than your eight hours of rest , a

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strenuous workout more than your eight hours of rest . It's just the intentionality

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of let me work out the things that I need to like decompress

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, let me let me push . Let

10:14

me like in weightlifting , let me let me push

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. But it's not necessarily the push , it's the

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, it's the um , the negative

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, if you will coming down slow and

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then being able to push it again . It's those repetitions

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and it's like how do I get all of this

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maybe built up anger , frustration , just out

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? How do I push it out and

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then gain this good feeling at

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the end ? And you know our

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mind right , we have these

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endorphins , we have thisification

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piece in our brain and

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it gives us dopamine . Right , we get

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those dopamine hits . And if you ask

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your mind , make

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me feel better , it's going to tell you go

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outside and go for a walk , right , get

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that vitamin D . It's like it's work . So

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it's combating the quote unquote

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laziness , if you will , to say I just

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don't want to rest . Sometimes your rest is an

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actual quote , unquote work , working

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out like going outside , working on

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your relationships . You know doing

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those things and

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I think we have rest wrong

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. Now , don't get me wrong . Sleep is great , getting

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massages is great , but there's just a different

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way that you can rest .

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So what I think I hear you saying

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is that there's

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an activeness in

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this rest and recovery process that

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, in fact , checking out

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isn't going to give

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me the things that I need to combat burnout

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, isn't going to give me the things that I need to

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combat burnout . To be able to combat

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burnout , I

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have to actively engage in rest and recovery so that I can be at my best .

11:55

Is that what I'm hearing you say there's a little bit of a flip going on there . Yeah

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for sure . Gallup just did a poll and I wanted to pull

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that up . I'm actually going to be doing a training in Pennsylvania

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next week on on wellbeing

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and , uh , one of the things

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that Gallup shows is you're not

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, you don't necessarily um

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, combat , uh

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burnout with what you think you would

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normally . You normally would , I would

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have to pull , pull that up and maybe I can give that , give

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that to you , um , after this . But

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um , but I mean , just

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think of , like when you were to go to go get a massage

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, like , yeah , you're laying on the table but your

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muscles are getting pushed and pressed

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or hot stones or cupping

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. It's extracting , like there's an active

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piece . You got hit the nail on the head there's an active piece

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to your well-being and there's an

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intentional piece at that and we can go

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over that in a second . But yeah , it .

12:43

It's so intuitive and

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yet it's counterintuitive , right Like I mean , you

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and I , we both have kiddos , we've talked about that before

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and , like I get home , I've

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I've done well and

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worked hard and there's

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this pull to just veg

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right . And like prepare

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myself to do nothing but veg

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and then , like you said , you go

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through the entire thing . You get the next day coming

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, you wake up and you feel like trash

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right , just just junk . And

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yet those days where I

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hit home just as hard as I hit work

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, and then I'm so

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tired that by the time my head hits the pillow and

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I wake up and I get right back up and really

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start actively moving

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through my day again . For

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some reason it's almost like that car

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is not in neutral , it stayed in drive , but

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I feel better than when I

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tried to actually park it and just

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let it be . Is any

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of that making sense ? And tell me about

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some of that intuitiveness and

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then some of those intentionality pieces Like

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what do we do in those

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, so that we can kind of

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work it out ourselves

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to make sure that we are doing well

13:56

and not getting burnt out ?

13:58

I did this just the other day . I wanted

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to come home and plop on the couch and I

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did , and my son

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was excited that

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baseball season is coming back . We're big basketball

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people , my boys play basketball , but we're

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really , at heart , baseball fans and

14:13

Dodgers had a spring training

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game just the other day and I

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just wanted to sit down . I wanted to throw the game on and for

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me , my recovery , my peace , is

14:23

watching baseball . There's just something about

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it . It's almost like for some people it's golf

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, right , but for me it's baseball . To be able to watch

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that , my

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son was on the couch and I said

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come here , even though

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every dad's dream probably is to watch sports

14:38

, maybe have a drink in your hand , kick your feet up and just

14:40

relax and probably nod off in between

14:42

innings . No , that never

14:44

happens . Yeah , but my

14:46

whole thing was like my

14:49

piece comes in building

14:51

relationships , right In

14:53

deep , meaningful relationships . So then

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my son came by me and I threw his arm

14:57

around . I would challenge you with

14:59

kiddos , when you just want to rest , sit

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with one of your kids , put your

15:05

arm around them , have that physical touch and then basically

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like my arms around them and I'm watching

15:10

, like watch , look at this pitch . Three

15:12

, two pitch runners should be running right

15:14

. There's two out . They should be going across . But

15:17

this guy has walked two or three people Can't

15:19

find the strike zone , watch the ball go like bottom

15:21

left , and sure enough , bottom left . And he's like dad . How did

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you know that ? I'm still resting ? But

15:25

the communication , the questions that are coming in

15:27

, like it's feeding me . Is it quote

15:29

, unquote work ? Yeah , it's work . I

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didn't have to bring them over , I

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didn't have to put my arm around them , but it's the intentionality piece of I know that

15:38

when you are hurt or you're struggling , even

15:41

for a man , you're sometimes

15:43

just that hug from your spouse or

15:45

from your kids . There's something there

15:48

. It does something to again the dopamine

15:50

hit of a physical touch of consoling

15:53

. And we can do that when we're happy . We can do

15:55

that when we're mad . We can do that a whole

15:57

. We might not feel like we need

15:59

it , but like

16:02

you don't need half the stuff that you think that you

16:04

need . Right , you don't need that donut , you don't need

16:06

that what you need . There's a difference between what you

16:09

want and what you need , and this is what I do , even in

16:11

leadership . I ask organizations what

16:13

do you feel that you want and they're like , oh

16:15

well , we need our staff to do X , y and Z . And

16:17

I'm like , okay , I'll give you what you want , but

16:20

then this is what you need . And intentionally

16:23

think about what we want versus what

16:25

we need . It's two different things , like with

16:27

our kids . I asked my son the other day when

16:30

it comes to track so they're in track season now what

16:38

do you want ? He's like I just need to get a faster start off the blocks . I need a faster

16:40

start and I need a good middle , because his kick is really well . And

16:42

I was like , okay , that's what you want , that's what you

16:44

think that you want , but what you need

16:47

is a stronger mindset . I'll

16:49

give you what you want . But then , as

16:51

his father , I know what we're going to work on . I

16:54

think that even happens in the workplace or in well-being

16:56

. I just want to rest , that's what you want , but

16:59

what you need is vitamin D . What

17:01

you need is to go outside what you need .

17:09

So there's two different pieces Get what

17:11

you want , but also be honest with yourself and what you actually

17:13

need . Yeah , that's huge , and I heard it that burnout

17:15

isn't just like we get tired

17:17

of doing the work , that there's an

17:19

emotional switch where

17:22

we've gone from being fatigued to

17:25

actually carrying a lot of emotion

17:27

around this , and all of what you were just talking

17:29

about was really some

17:31

of those needs that we have , like

17:34

deep seat , right , physical , emotional

17:36

, mental which is why , when

17:38

I was feeling lethargic , out of my

17:40

order , I decided to go for a run after

17:43

breakfast , which I never do . I always run in the morning , right

17:45

. That didn't happen that day and I just knew

17:48

like I need that thing

17:50

to kind of combat all of what's

17:52

going on . It was a physical thing . There's this emotional

17:55

piece that all of a

17:57

sudden starts to reframe . You talked about it in terms

17:59

of relationship , so

18:01

we're talking

18:04

to the individuals . Now let's think about it

18:06

A leader's thinking . I got to do this for me and

18:08

I'm responsible to my team so

18:10

that they can also do this . How

18:13

do I practically live

18:16

it out myself but also kind of

18:19

work it into what's

18:21

expected or that I'm giving what

18:23

my team needs whenever

18:26

they're there working ?

18:28

Yeah , great question . I

18:32

think a lot of staff the reason why they feel

18:35

burnt out at work . And

18:37

we'll there's . So there's five essentials to well-being

18:39

. Let me go here first . There's

18:42

a difference between well-being and wellness . Wellness

18:44

is in one area . So you have organizations

18:46

like oh , we're bringing in somebody to help with wellness , and

18:49

I'm not no knock on those people , but usually it's like breathe

18:52

in and take a deep breath and breathe

18:54

out , and it's like cool

18:56

, but rachel in accounting

18:58

is still on getting on my nerves and doesn't

19:00

, still hasn't missed a deadline and stuff

19:03

. So breathing is not going to help me . But

19:05

there's a , a wellness piece . Wellness

19:07

is one area , wellbeing is the

19:09

whole being right , and so

19:11

I add a piece . Gallup talks about

19:13

five essentials to wellbeing . I think that there's a sixth

19:16

one and we can get into the sixth one . But when it

19:18

comes to work , people want to be recognized

19:21

and acknowledged , seen and heard right

19:23

, and a lot of times people feel

19:26

like I'm doing all this work , but am

19:28

I even getting the kudos , the high five , the pat

19:30

on the back , the acknowledgement that I'm doing

19:32

? I just met with somebody today and they're

19:34

saying my boss asked me why do you

19:36

need this training ? Cause they're going to bring me into to

19:38

do a training with them Gallup , strengths , finders

19:40

, training and they're like , why do you even

19:42

need this ? And the

19:44

two bosses are the two people that I've talked to like my

19:46

boss doesn't even know the

19:49

extent of what I do and

19:52

so burnout sometimes it's like , do you , do you

19:55

even know what I , what I

19:57

do and how hard it is ? And

19:59

so the acknowledgement piece , the recognition

20:01

piece , is a big one , the first , the first

20:03

one , the first two kind of linked together . It's career

20:05

wellbeing and financial wellbeing

20:07

. And I tell leaders and this is what I was , what

20:10

I was alluding to in that , in that beginning piece , was

20:12

I tell leaders just to slow down

20:14

, slow down , and instead

20:16

of asking the generic question

20:19

of hey , how's it going , or how are

20:21

you doing , the difference in

20:23

slowing that , comment down hey

20:25

, john , real quick , today , before

20:28

you get started , I want to know how are you doing

20:30

? Yeah , you're not

20:32

the manager , you're not the CEO

20:34

, you are John

20:37

, how are you doing ? And

20:39

just slowing that down , I

20:41

make the joke to tell that . I tell leaders it's not a

20:44

Joey from friends thing hey , how

20:46

you doing ? Right , you'll get fired for that , don't

20:48

do that . But when we just slow

20:50

it down and think about the person and this is

20:52

where it comes into the career

20:54

well-being piece is , gallup

20:57

says you know your well-being in

20:59

your career when you love what you do . You

21:04

have all the equipment needed to

21:06

do your job . And

21:10

one of those other things is like you have a best

21:12

friend at work . I

21:15

have a podcast with a piece on that

21:17

, on that about having a best friend at work . Like it

21:19

could help you but it can also hurt

21:21

you . Like be careful with that with that

21:23

piece . But and what

21:25

we want to do is you want to rank yourself one being

21:27

horrible , four being the best . Where

21:30

are you in career well-being

21:32

? The next piece on that for

21:35

financial is I get paid

21:37

or I feel like I'm getting paid , what

21:39

I feel that is fair

21:42

for what I do . And when

21:44

you look at those two pieces and the other part

21:46

of financial well-being is I don't have to

21:48

worry about bills . If I need to

21:50

, we can go out to eat . I don't have to like swipe

21:52

and cross my fingers and be like , oh my gosh , is it going to

21:54

clear , right ? I don't

21:56

have to move money around . We can get up and

21:58

do whatever we need Bills are paid

22:00

, we're happy . Right when

22:03

I caution organizations is , you

22:05

have two things that people say I

22:08

don't get paid enough for this , so

22:11

they're complaining more about the work or the lack

22:13

of recognition or acknowledgement .

22:15

The other piece is Hold on Before

22:18

we go there . What I think I just heard you say

22:20

which was powerful is

22:22

what is our initial response to that ? And

22:24

it is I don't get paid

22:26

enough for this , and I heard like that's the word that popped . And it is I don't get paid enough

22:29

for this , and I heard like that's the word that popped . For me is pay , and

22:31

so that's where I go to . And

22:33

what I think I heard you say is I'm not always

22:36

not always sometimes right If that

22:38

actual financial wellbeing is not there

22:40

, but I'm not always actually hitting what

22:43

they're asking for . You're saying it's

22:45

on the second part of that , I don't get paid enough

22:47

for this . And what they're asking

22:49

for You're saying it's on the second part of that , I don't get paid

22:51

enough for this . And what they're asking for is recognize what I do . Pause and

22:53

see me . Pay might be a part of it , but

22:55

it might actually just be that I'm annoyed

22:57

that all you want to do is throw money at me

22:59

or that you don't actually pay attention to what I do

23:02

. Is that some of what's going on ?

23:03

there , absolutely , and I think the

23:06

language that I like to use on that piece because

23:09

people will ask that same question I love that you asked

23:11

that and see , that is this

23:14

is where you get the

23:16

phrase buy-in . Buy-in

23:18

is still valuable . Buy-in is not necessarily

23:20

let me just throw some money at you . I

23:23

think a lot of things in the workplace is where we get it wrong . Where

23:26

we do pizza right

23:29

, I'm going to buy everybody pizza Cool , that's

23:31

cool . But don't think

23:33

that and hang your hat on . This is how I'm going to make everybody

23:35

happy . Starbucks cards

23:37

right . I hate getting Starbucks

23:39

cards , and here's the reason why I'm not a big coffee person

23:41

. And even then , I'm the kind of person that

23:43

likes coffee with my sugar , right

23:46

, like the sweeter the better . But I'm not going

23:48

to line up at Starbucks , I'm not . So

23:50

my wife gets all the Starbucks cards that I used to get

23:53

in the workplace Like , hey , good job , and that

23:55

was the other piece , good job . What

23:57

the heck does that even mean ? And

24:06

so when we talk about recognition , I talk about TSI timely , specific and individualized right , don't

24:08

? Don't wait until the Christmas party , right ? Don't

24:10

wait until their evaluation at the end of the

24:12

year or in two weeks when it's coming up , so I'll just

24:14

talk to them then . Don't do it now . Specific

24:17

in don't just say , good job , what

24:20

, what was it , hey , when

24:22

we , you know , were

24:24

pushed out of the office , you couldn't do X

24:26

and you couldn't do Y . The way you

24:28

responded to that and helped everybody

24:30

else through that hectic situation

24:33

. I loved that . It showed your leadership . You

24:36

were able to connect with that staff that I couldn't

24:38

. Thank you so much for that specific

24:40

right . And then individualized

24:42

If you are going to kick out pizza

24:45

or you're going to kick out Starbucks cards or

24:47

whatever , find out if the person would

24:49

rather have a Jamba Juice card or a Subway

24:51

card . If you're going to do that . Here's the

24:53

other thing is I tell , like

24:55

HR professionals when they bring

24:57

onboarding , ask what

25:00

do you want ? What's your favorite drink , what's your favorite candy bar

25:02

and even then , what is your actual

25:05

drink . And some people have some complicated

25:07

Starbucks orders . But if I was to show

25:09

up with the specific Starbucks

25:11

, let's just say they need to sponsor this

25:14

episode because I've used it like five times

25:16

already . But if

25:19

I bring you your specific

25:21

drink , two pumps of this and no whip

25:23

and upside down and all this other crazy stuff that

25:25

people have how do I know

25:27

you how much like , how

25:30

connected is that ? And so be

25:32

individualized with that . And then the other piece of individualization

25:35

is do you like public

25:37

praise or do you like private praise ? So

25:39

if I can do that , then I'm happy

25:41

at work . I'll

25:44

add another layer to that . When I was

25:46

at the nonprofit that I worked for

25:48

, we poured into people with their

25:50

gallup strengths . Uh , if they were going

25:52

to school , we were giving them time for , you

25:54

know , finals , and if there's babysitting

25:57

and covid and all this other stuff , we were helping

25:59

them through . A lot of people left their

26:02

art , the employment

26:04

, to go get paid like a dollar or two more an hour

26:06

. Six months later they

26:08

came back and said I'll take the dollar , two dollar an

26:10

hour pay cut because you guys treated

26:13

me so much better than where I'm getting treated

26:15

like , are you guys hiring

26:17

, so going back

26:19

, bringing it full circle , buy-in

26:22

can be such much

26:24

, can be more valuable than the actual

26:26

dollar . Like , do you have buy-in for

26:28

me and my family or my

26:31

specifics ? But yeah

26:33

, when you go and say I don't get paid enough for this , sometimes

26:36

it's just the acknowledgement piece . The

26:39

financial part is , if bills

26:41

are piling up , then you start to say can

26:44

I get a promotion ? Oh shoot , john's been in this position

26:46

for three years . He ain't going anywhere

26:49

. Let me go look somewhere else . And so then

26:51

they're actively looking online for

26:53

a new job . Because the problem is not necessarily

26:56

the career , the problem is the

26:58

pay and basically the bills

27:00

. And so those first two things

27:02

. So grade yourself on a one

27:04

to four . So the financial well-being

27:07

piece is I get paid enough , I

27:09

don't have to worry about bills or anything like that

27:11

. Mark yourself one through four

27:13

. The other pieces are physical well being

27:16

, social well being and community

27:18

well being . Social

27:21

well being is do I go out , do I

27:23

have friends outside of work

27:25

? And a lot of people will go

27:27

out with work people

27:30

, but they don't

27:32

even end up talking about work .

27:34

You mean we need friends in work and we

27:36

need friends outside of work , where

27:38

? We don't talk about work . It's

27:41

amazing .

27:41

Absolutely . And it's

27:43

funny because people would be . And here's the piece If

27:46

you really look , when you said , uh

27:48

, the intentional piece , and I want listeners

27:50

to understand what you did and the the

27:52

part of getting the phrase of I don't get paid enough

27:54

, like you hear the word pay when

27:57

you look at , uh , like

27:59

don't talk about work or having a best friend at work

28:01

, or it it's relationships

28:04

, right . And

28:06

here's the other thing , like like go figure , you need to , you need

28:08

to have friends outside of work . Like don't talk about work

28:10

. It's like you have to disconnect

28:12

. Uh , and I think the

28:15

practical thing that you can even do with leaders , um

28:17

, about what we can do for our staff stop

28:20

emailing , texting and calling

28:22

your staff outside of work hours , right

28:25

.

28:26

I understand this is a huge

28:28

, huge one , right , I mean , and because

28:30

I felt the pain of this . We

28:33

have something we'd say at Leadwell

28:35

we work hard and we rest well , right

28:37

, and then , we have some boundaries in and around

28:39

those type of things . But even

28:42

to the extent that I think we need another layer

28:44

, because we have a weekend layer and

28:47

we have a kind of dinnertime layer . But

28:49

I'm even sitting here considering

28:51

, you know , after X time

28:53

per day , unless

28:56

it's an actual emergency , just

28:58

donezo , right ? Same

29:00

thing for in the morning , same thing for on the weekends

29:03

, because wherever we allow

29:05

those boundaries to press to , we

29:08

will take up all of that space , right

29:10

? I always think about it in terms of water

29:12

. If you and I just sit here at this

29:14

table , boom , just dump water on

29:16

there , it's going everywhere

29:18

. If I just say , well , I can get

29:20

working anywhere , anywhere , however

29:23

I want to , whenever I want to , it's going to go everywhere

29:25

, right ? And yet , if we

29:27

put a glass there and we dump that water

29:29

in there , well , it's refreshing , it

29:32

can cool us , we can drink it , we can get hydrated

29:34

and it , it , it works for us , right

29:37

? And and I I hear

29:39

that inside of what you are saying

29:41

about there has to be a disconnect

29:43

, otherwise I'm I'm

29:46

not even going to be complacent , I'm just I'm going

29:48

to be bitter , honestly , uh

29:50

and , and that's going to show up in

29:52

in how I work , because I never feel

29:54

like I'm off , so you're never going to get me

29:57

in an on setting and

29:59

there's a way to .

29:59

I don't want to say fake it , because what

30:02

? Uh ? There's a way to go around

30:04

this , because there's going to be people that says I have to get work

30:06

done , I have to , especially as a leader

30:08

, like there's not enough hours in the day . But

30:10

here's the deal If you want your staff to disconnect

30:13

which is okay , but then you , as

30:15

a leader , continue to send

30:17

emails at one in the morning , like there's

30:19

a thing called a timestamp , like hello , like

30:21

in your email it'll say when you

30:23

sent it . So

30:28

then you're going to have people that say wait a minute , if I'm supposed to follow your lead and

30:30

you don't want me to do , you really want me to lead . It's almost

30:32

like the stereotypical situation of

30:34

a husband and wife or like boyfriend and girlfriend is like

30:36

no , go ahead , go out with your buddies , go out . Are

30:38

you mad ? No , I'm not mad , go ahead and go . It's

30:48

like how ? So ? I don't want to say again fake it , but you can time your emails If you were one of those

30:50

people who cannot disconnect and that's where you get most of your work

30:52

done , cause some people are morning people , some people

30:54

are eating people . Send

30:57

a , put a timer on that , or schedule

30:59

the email to go out at eight in the morning and

31:01

then send it out . So what now that

31:03

you're working at one or two in the morning as the boss , if

31:05

that's what you want to do and that's where you find cool

31:08

? But don't put that on your staff either

31:10

. So put a schedule

31:12

in there , yeah that's great

31:14

, the schedule is great .

31:15

I always think about I don't know about you , juan

31:17

, but I have work that I need

31:20

to do that really doesn't involve anybody

31:22

else . And then there are those

31:24

things that we have to ping back and forth

31:26

and maybe we got to work on it together . Maybe we have to

31:28

work on it one after the other , but it involves

31:31

communication and I

31:33

can do some of those things at times when others

31:35

are available and I can do the work that only

31:37

I can do at times when I'm

31:39

available and I might be on and

31:41

trying to get some of that work done .

31:43

Yeah , absolutely . I would also caution

31:46

you and ask you you are available

31:48

to do it because it doesn't involve

31:51

anybody else at work , but does it

31:53

involve , uh

31:55

, in a , in a sideway

31:57

, uh , somebody at home ? So if you're

31:59

at home and you're doing that work and

32:02

outside of your door they're waiting for dad to

32:04

show up , is it really

32:06

costing you more than what you think ? It is Right

32:08

, yeah , so great

32:10

, great reminder .

32:11

So you have taken us through career and

32:13

financial , social

32:15

. Uh , we talked about physical and

32:18

uh , and then there was that one more , plus the

32:20

wand special , so I can't remember the fifth

32:22

one , and then the wand special . So what do we still have as

32:25

we're considering well-being ?

32:26

Community , well-being Community

32:28

well-being . Yeah . So then do you know

32:31

? The simple one is like do you know your neighbors , right

32:33

? So if you live in a home , do you know three or four neighbors

32:35

in front , two or three to your left and right

32:37

? If you're an apartment building or a

32:40

duplex complex , whatever , do you know the people

32:42

above you , below you and across and left and

32:44

right from you ? Or is it just

32:46

high Like I can tell you ? Here's

32:48

the crazy part is me being transparent . Jesse , next

32:50

door , great

32:53

guy , has his family living with him . I

32:55

know that he's going through medical stuff I don't want to say

32:57

his stuff out here in the world , but he's going through some

32:59

stuff . And

33:01

then a neighbor , jose

33:04

, across the street . I know him . What he does he

33:06

brings us fruit and all kinds of stuff . It's great

33:08

. My other neighbors I know

33:10

of them . I

33:13

don't know them , and so it's

33:15

like the friendly nod or down or

33:17

up , depending on where you're from , and the hand

33:19

wave , but I don't have

33:21

meaningful conversations with them . The other two I

33:23

do . Hey , how's your mom and

33:25

dad ? Hey , how are the kids ? Hey , how's the vacation ? How's

33:27

this ? And so it does something to

33:29

us . It's a relationship piece again , right ? So

33:31

do you know the people that you live around . And

33:34

then the second layer to that is are

33:36

you doing something in your community ? So

33:39

, are you volunteering ? So , like for

33:41

me , at church , I help out with the high school youth . My wife

33:43

, on Sunday mornings , helps out with the

33:46

nursery . She just loves having

33:48

the little babies in her hands , and so

33:50

I'm like get your fix , we're

33:52

done , but get your fix over there . It's

33:54

a great solution .

33:56

Sounds wonderful .

33:57

But yeah , right , but it's

33:59

, it's what am I doing for my community

34:01

. So I mean , it could be , you know

34:03

, serving or cleaning up the neighborhood

34:06

, or you know however you see fit

34:08

, but do you do this in the community that you live

34:10

in ? So what we do is when

34:12

we get all of those and we rank ourselves one

34:14

through four , one being horrible for being the best

34:16

. And here's the key

34:19

If you are a three or

34:21

lower in two or in

34:24

in two categories , you

34:27

are getting yourself on the fence of burnout

34:29

. Three or more , You're

34:32

. You're on the other side of the fence . You're going to be experiencing

34:34

burnout . So if you're less , so , if

34:37

you're less than a three , so two or one , or you know , in three or more areas , you

34:39

, if you're less so , if you're less than a three , so two or one or you know in three

34:41

or more areas you're you're experiencing

34:43

burnout .

34:45

So that's huge , because I'm sitting here thinking like I

34:47

don't know that . I would have immediately looked

34:50

and thought , oh , I'm missing the

34:52

mark . If there's only two

34:54

that are three or below

34:56

like that , I'm on the fence . So what

34:58

I think I heard you say is anyone

35:00

that's listening should go through and those five

35:03

areas just write it down on a piece of paper , score

35:05

yourself one to four , how you doing

35:07

in financial , career , physical

35:10

, relational and community

35:12

wellbeing and then , as you

35:14

look back over it , if you

35:17

are at three or below

35:19

in more than two categories , that

35:22

should send up the signs that

35:25

this is something that I should

35:27

start paying attention to so that

35:29

I don't keep going down the path of

35:31

getting to a place where I feel burnt out

35:33

. Is that what that ?

35:34

is Absolutely , and a lot of these play

35:36

into each other , right , so I can join

35:38

like social . I can join , like , for me , a

35:40

men's group at church or a softball

35:43

community league , right , so I can get my social in

35:45

there , maybe

35:47

, maybe

35:49

in that running

35:51

around , you know the baseball diamond , softball

35:53

diamond or whatever I'm getting physical

35:55

done as well , and so it

35:57

it'll trigger one another getting

36:00

physical done as well , and so it it it'll trigger one another . Same thing with

36:02

community and , excuse me , um , career and financial . Uh , but you

36:05

know , you hang out with , you have a guy's night , you hang

36:07

out and they're like hey , uh , I need to start working out

36:09

. Hey , I'm going to the same gym , you want to work out together , and

36:11

so now we're it , it just fits

36:13

Right , um , and

36:15

so big levers get more than one thing done

36:17

at a time . I love it , and they play off of

36:20

each other .

36:20

So yeah , very cool . And

36:22

so what's this six one ? This is like the secret six

36:25

one that we can't leave before we hear

36:27

this one , what is , what is the other component

36:29

, that that you say plays into our wellbeing

36:31

?

36:33

I'm a big believer is that , um , we're

36:35

in a world bigger than ourselves and we

36:37

always need to find purpose

36:39

and everything that we do there's purpose

36:42

. I go to work for my family , I

36:44

make money for my family , or I go

36:46

to the gym for my physical health , so that I

36:48

can hang out with my kids , or , one day

36:50

, grandkids , things like that . There's always something bigger

36:52

than us , and I tell leaders that you

36:55

should have a journey plan

36:57

for your staff . We're going from a to B as an organization

36:59

, and this is where you stand in a journey plan for your staff . We're going from A to B as an organization , and this is where you stand

37:02

in our journey and this is what you bring to

37:04

the table . So everybody wants

37:06

something bigger than themselves . I'm

37:08

a man of faith and I think the sixth thing is

37:11

a spiritual well-being

37:13

. Now , for those people who are listening that don't

37:15

believe in faith or God , then

37:17

it could be the

37:19

universe or crystals or whatever is

37:21

bigger than you and your field , but for me

37:23

, for me and my

37:26

story and my family , it's having

37:28

a personal relationship with Christ , and so for

37:31

that , there's times where it's like , there's

37:33

times where I feel like I can't talk to anybody , but

37:35

I can pray . There's times where I

37:38

just feel like I need to stay in silence , but you

37:40

know , I feel like God is saying , like lean in on me and just

37:42

worship . And so for me it's , there's

37:45

something out there that's bigger than me and

37:48

it's a belief system right . So everyone has

37:50

their belief system . So lean in , leaning

37:52

in on your belief system and having this , this

37:54

spiritual side of things , has changed

37:56

my life completely and to me , I

37:58

think that that's one that fits into every

38:01

single piece . That sixth one could

38:03

be in your career , it can be in financial , it can be in physical

38:05

, it can be in a community or in social

38:08

, and I think that's a huge

38:10

, pivotal piece for people . Are you living

38:12

in purpose , on purpose , for

38:16

something that's bigger than you ?

38:18

That is awesome , juan . Thank you

38:20

so much for guiding us through that Everybody

38:22

. What we're going to do is we're going to put some of the resources

38:25

that Juan talked about in the show notes . So

38:27

if you are a leader and you're sitting there thinking , how do I

38:29

engage my team , how can I get

38:31

over some of this complacency ? How do I keep

38:34

them from burning out ? I want my

38:36

people to be well so that we can do

38:38

work well and live well . If

38:40

that is what you are thinking , go

38:42

through that assessment with your team , sit down and actually

38:45

go through it and then talk through it . Work

38:47

these ideas in and take

38:49

Juan's advice to engage

38:51

your folks , to keep

38:54

them from being burnt out , to retain

38:56

them at work out

39:04

, to retain them at work , engage timely , engage with specifics and make it special

39:06

to them . And when you do , you're going to be able to create an entire organization

39:09

where everybody can be well . Juan , before

39:11

you go , I have to ask you

39:13

what does it mean to you to

39:16

lead well ?

39:19

I think , take it all the way back to intentionality

39:21

. I have a saying that says we

39:24

have to fill our gaps with intention because

39:26

if we don't , they're going to place us in

39:28

tension . So

39:31

if we want to lead well , just be

39:33

just . Again , what

39:35

is ? Who do I need to be for this other person

39:37

walking into ? You know that room or space . So how do I be the man that I need to be

39:39

for this other person walking into ? You know that room or space . So

39:41

how do I be the man that I need to be or the father

39:44

that I need to be ? Right Keyword father to my

39:46

son ? How do I be the husband to my

39:48

wife ? How do I be the leader or mentor

39:50

to the staff that's hurting ? So how do I

39:52

lead with intentionality ? When you can lead with

39:54

intentionality , you'll lead well .

40:02

Juan Alvarado , to lead well , we need to lead with intention so that we do not lead in tension . Where

40:04

can people connect with you and all the work that you do

40:07

on ?

40:07

Yeah , so we raise the bar , raised with the Z

40:10

, we raise the barcom , and then , uh

40:12

, raise the bar CEO on uh

40:14

Instagram and then , uh

40:16

, it's hyphenated or smaller RTB-Juan

40:19

, so for raise the bar RTB-Juan on

40:21

LinkedIn .

40:23

Awesome and I follow Juan all over

40:25

social . He puts up wonderful videos

40:27

and he does great keynotes

40:29

, as I follow him , as he goes all the way around the country

40:32

. So y'all need to connect with him and

40:34

have him come speak to your organization

40:36

and bring some of this focus on strengths

40:38

, burnout and well-being to

40:41

where you work . Juan , thank you so much for being here

40:43

. It's been an absolute pleasure . My friend , thank

40:45

you , appreciate you . Everybody

40:48

else thank you for being here . Lead

40:51

on and God bless my friends

40:53

, be well .