Matt & Crista Vance (Hosts): Today, Christa and I aren’t in Kansas anymore, but our special guest is. We’re excited to welcome Mark Mirs, calling in from Kansas City, home of the Chiefs, and recently graced by Taylor Swift, who was watching the Chiefs versus Bronco game at KC Arrowhead Stadium.
Matt & Crista Vance (Hosts): So, just wanted to make that plug for all of you Swifties listening out there, but we’d like to give a warm welcome to Mark Mirs. Thanks for joining us today.
Mark Mears (Guest): Matt, Crista,…
Mark Mears (Guest): It’s great to be with you. And yes, it’s true. There’s no place like home.
Matt & Crista Vance (Hosts): Yeah, I love that. So, I want to talk a little bit more about Mark. He is a number one best-selling author, keynote speaker, consultant, and visionary business leader.
Matt & Crista Vance (Hosts): He has a significant track record of building stakeholder value, driving innovation and profitable growth among world-class high-profile brands such as PepsiCo. Pizza Hut, McDonald’s, Fredo, J C Penney, NBC Universal, and the Cheesecake Factory. Wow. Today, Mark serves as founder and chief growth officer for Leaf Growth Ad Ventures LLC, a consulting firm inspiring individuals, teams, and organizations to find purpose in fulfilling their true growth potential while making a positive, lasting difference in the world. Mark just released his new book titled The Purposeful Growth Revolution: Four Ways to Grow from Leader to Legacy Builder.
Matt & Crista Vance (Hosts):
Matt & Crista Vance (Hosts): And then Mark is also a member of the senior leader network within conscious capitalism in a global organization whose mission he shares…
Matt & Crista Vance (Hosts): which is elevating humanity through business. Very cool. And so we have a lot to talk about and first want to start with your book. Tell us a little bit more about your book.
Mark Mears (Guest): Yeah, thank you Christa and…
Mark Mears (Guest): The book is called The Purposeful Growth Revolution: Four Ways to Grow from Leader to Legacy Builder. And I’m happy to report as you mentioned it’s a best-selling book and a huge thrill. I never thought I was going to write a book and I’m not looking at myself as some sort of writer or author, but it was an epiphany that hit me literally a little over 10 years ago now. And it’s all in the book, so I won’t take your listeners through it, but just to say that it led me to this idea that a leaf is a symbol of growth and rebirth.
Mark Mears (Guest): And not only that, it’s an acronym that stands for leadership, engagement, accountability, and fulfillment. So if you think about that, it’s a four circle vending diagram all revolving around purposeful growth. The epiphany hit me when I went in the backyard after a fitful night of sleep, after a significant life event, and the next morning when I picked the dog out, there was a big tree in our backyard that was barren from the five or six weeks of winter we get in Southern California when we were living there at the time. And there on the end of one branch was this tiny little green sprig of a leaf just starting to bud. And it was there I got this epiphany that a leaf is not only a symbol of growth and rebirth but also this acronym that is really something that had guided me. I believed in and led with what’s called the rule of threes. If you focus on three things, people can’t remember four or five or whatever.
Mark Mears (Guest): you’ll be more productive and ultimately hit your goals. And my three things were leadership, engagement, and accountability. But it wasn’t until that significant life event when I got let go from a president’s position for a half billion dollar casual dining chain and told by the new owner, we’ll take it from here. I got the idea that all that work that we were doing to turn this brand around and put in a new contemporary brand positioning and put a new concept that earned the right to capital from our parent company who was publicly traded only to have them sell us and so what was missing was the fulfillment. So everyone knew my mantra was leadership engagement accountability.
Mark Mears (Guest): I’d say Christa is leading her team and look at these results. Matt’s engaging his team on a deeper emotional level and looking at what they’re doing. Christa is holding her team accountable and looking at what their sales are doing. But I realized that we were burning the candle at both ends. We were chasing numbers just to chase numbers. And then when we thought we had this career defining turnaround happened,
Matt & Crista Vance (Hosts): Yeah.
Mark Mears (Guest): it got taken from us. Not just myself, the whole management team. and they ended up moving the office from Orange County to Dallas, their US headquarters in six months. Everything they said they wouldn’t do, they did. That’s not very fulfilling. So then I got this idea of a four circle ven diagram and I think, wow, I don’t believe in the rule of threes anymore. I believe in the higher power of fours. And so everything in the book is about Four ways to grow from leader to legacy builder. Those four circles intertwined, revolving around purposeful growth. That fig tree in my backyard only knows how to be a fig tree. Its purpose is to grow fig leaves where all growth happens in a tree or a plant through the magic of photosynthesis, right? But then ultimately not only to help that fig tree grow big and strong, but to bear fig fruit.
Mark Mears (Guest): And that’s the result of the achievement of that fig tree. Because not only do those figs represent sustenance for people or animals, but inside are seeds that support future growth when they’re scattered at their appropriate time. And so this whole book is about revolution is actually a definition word. you think about revolution, it’s an uprising of the people. It’s a dramatic change in the status quo. It’s one object encircling and orbiting around another. And that’s really what this whole idea is, is getting you to think about…
Mark Mears (Guest): what can we learn from nature that will help us personally and professionally grow up into our full potential. Much like that fig tree.
Matt & Crista Vance (Hosts): And I love the fulfillment piece of that…
Matt & Crista Vance (Hosts): because if a fig tree is not getting to that point where they’re able to the fig fruit,…
Mark Mears (Guest): All right.
Matt & Crista Vance (Hosts): they’re not having that fulfillment. and we all need that point. and I feel like I see some really good messages that you can get from this, but one being that what you are good at, you want to use those skills and…
Mark Mears (Guest): H Absolutely.
Matt & Crista Vance (Hosts): you want to reach your own fulfillment and potential within any
Mark Mears (Guest): Absolutely. And so if you think about leadership as representing the seed and the root system, right? You have to have a strong root system or the plant will wither and die, right? Much like in a company, you have to have strong leadership or the company will wither and die. And once you do that, it’s great, but then you just have a stone. So you need engagement which represents the trunk and the branches and the system of nourishment which I’ve learned is called savia which in Spanish translates to English What’s the lifeblood of any organization? s So the people need to be engaged with their heart, their hands, and their habits that lead to empowerment.
Mark Mears (Guest): So if leadership leads to alignment, to empowerment, accountability leads to achievement. What’s the accountability of that fig tree? Again, it’s to grow fig leaves and fig fruit in an organization. It’s your results. It’s achieving your shared objectives as a team or as an organization. And then finally, the fulfillment is that nurturing environment which allows that growth to happen. To your point, Christa, it’s the soil, the rain that allows photosynthesis to do…
Mark Mears (Guest): what it does to help that fig tree or the individual or team or organization grow into their full potential.
Matt & Crista Vance (Hosts): I love that.
Matt & Crista Vance (Hosts): And honestly, it’s making me think of some things that I’d learned previously. Honestly, while I was writing my book and looking at different ways to structure how to teach a principle, there’s this idea of growth being a rate of change.
Matt & Crista Vance (Hosts): And if you look at an individual, you look at a company, you look at a team, you look at a department, there could be competition that may be growing at a faster rate,…
Mark Mears (Guest): Yeah.
Matt & Crista Vance (Hosts): which means we’re actually falling behind even if we are making incremental progress. So I think it is important to give purposeful attention to our growth as individuals, as teams, as departments, and as organizations. And u we haven’t talked a ton about this principle in the history of the podcast which I’m really excited for you to share some of this Mark. So I’m curious you talked about your four things: leaf leadership engagement, accountability fulfillment and then you had those correlating elements of growth in there.
Matt & Crista Vance (Hosts): Can you just give us a quick recap of how you define personal growth?
Mark Mears (Guest): And I don’t look at it as just personal,…
Mark Mears (Guest): although I look at that again circle of end diag Picture that in your mind’s eye. I think we’re whole people and I think we’re designed to grow into our full potential based on our service. So if you think about who we serve, there are four realms of service. You’re personal, right? It’s like the flight attendant saying, if there’s a sudden drop in cabin pressure, you got to put your mask on first before you can help someone else. If we don’t take care of ourselves, the other three realms of service don’t matter, and that means physically, financially. We’ve got to take care of ourselves
Mark Mears (Guest): And then relationally, who do we love and who loves us? Professionally, who do we serve at work? It could be our team members, those above us, it could be our guests or customers or clients, our business partners or even networking, right? We’re serving in a professional way. And then spiritually, whether you are religiously inclined as I am or I think all of us believe there’s some sort of spiritual connection that binds us all as human beings together. I think that love is that connection, but others might think differently, but I think it’s okay because we all are different and we all have the four realms of service that we want to grow into
Mark Mears (Guest): We think about a four circle vending diagram and they all look like the circles are the same. They’re never going to be the same. There’s always going to be something in and out of balance, but that’s where the growth comes from. Let’s say you’re going through a physical situation. Maybe you’ve had a bad diagnosis, so obviously the personal realm is going to be a little bigger. You got to take care of yourself. Or maybe you’re going through something with your family or spouse. The relational part’s going to take on a bigger focus, right? Or something at work or maybe you are out of a job and you’re looking for a job. So, professionally I am going to take on a bigger piece. Or maybe you had a crisis and now faith is a bigger part of your growth journey.
Mark Mears (Guest): So the point is that they’re going to be different sizes and shapes over time. But at the epicenter is your purposeful growth and how you grow up into your purpose. Which is why I prefer the word purposeful versus just purpose because purpose is a noun like a thing. Did I lose my purpose? Is it somewhere in the room? What is it? Versus purposefulness is who you can grow into every single day. And all I know Matt and Christa is that we’re all given 24 hours in every given day. Not one person is given a minute more or a minute less. So how we use the time we’re given to grow up into our given purpose is really just like that fig tree.
Mark Mears (Guest): Every year you were when that fig tree ends its life and it’s cut in half and you see the rings, those represent each annual cycle of that fig tree’s life. Just like each year we celebrate a birthday. If we go back and I do at the end of the year, I’m a pretty reflective guy and I’ll go back and say what did I accomplish this year? What happened to me and what did I learn from it?
Matt & Crista Vance (Hosts):
Mark Mears (Guest): How did I grow this last year? And then you start stacking on each year. All of a sudden, now you’ve got a better vision of not only who you have been, but who you have the potential yet to be. Yeah. Yes.
Matt & Crista Vance (Hosts): I think your LEAF acronym really encompasses a lot of just…
Matt & Crista Vance (Hosts): what every employee needs because we’ve talked about this in past podcast episodes where individuals don’t show up at work and suddenly, everything that has happened to them in their life disappears and all they can think is, what jobs they need to do that day. They bring their whole selves to work. Sometimes they’re not on their game and sometimes they are, but they can’t just leave pieces of that at home or…
Matt & Crista Vance (Hosts): or, leave it behind them.
Matt & Crista Vance (Hosts): And so having those elements, engagement, accountability, having good leaders, and then finding fulfillment in what they do, that’s helping their growth in the organizational And then, I think you can carry this, like you said, into all the realms that you have in your life.
Mark Mears (Guest): Yeah. Yeah.
Mark Mears (Guest): I looked at this book and I thought, if I ever get this finished, it’s going to be my magnum opus. I’ll never write another book. I’m done. until I got another idea that is actually a bit of a sequel or building I’ll say on to the purposeful growth revolution is this whole idea to help put the human back in human resources and to your point Chrisa and I mentioned the word love earlier I feel like we need to bring love into the workplace and not the kind of love that’s going to get you a quick call from and escorted out of a building but I mean love that’s
Mark Mears (Guest): Again, think of that four circle vin diagram all revolving still around purposeful growth, but now we’re looking at the L of love as listen. To your point, we’d be naive to think that there aren’t external forces and experiences that may be weighing on the minds, the hearts, the bodies of those who we work with. Right? So I want to put managers in a position to be better leaders and leaders to grow into legacy builders. So let me just break that down real quick for you. You think about a manager. Oftentimes those who go to schools of management. We know how to manage projects, budgets, metrics of performance, resources, timelines, people, right? To accomplish a goal.
Mark Mears (Guest): But that’s very transactional. And if someone works in that environment, they might say to Matt,…
Matt & Crista Vance (Hosts): All right.
Mark Mears (Guest): I will obey you because you have a title and you’re the manager and I’m your employee. I don’t like the word employee, by the way, Chris. I’m sorry. because I believe words matter and I feel like if we’re going to make this change and get rid of the old command and control management style that no longer serves us and replace it with a more humanistic relational leadership style that will help to ultimately break down those barriers and allow people to feel more human.
Mark Mears (Guest): What if we put more resources behind helping our people feel more human instead of feeling more like an employee, right? So, we’re listening empathetically with understanding and compassion of what someone’s saying, but what they’re not saying? Because all that means in the listening part of the model is about building the foundation of any good relationship, you happen to be husband and wife. I’m not going to put you on the spot, but my guess is, you’re going to want to listen to each other and build that sense of trust where you can feel safe saying things that maybe you wouldn’t say to someone else. Imagine that at work if you’re able to say, “You know what? Matt, I’m dealing with a relational issue right now. it’s messing up my head a bit.
Mark Mears (Guest): I just need you to know that I’m sure I’ll get through it, but right now I’m kind of in a dark space or hey, I’m caring for an aging parent and I have to spend time going over there and doing XYZ or maybe I’ve got a kid who needs surgery and I’m not sure how we’re going to pay for it. Imagine if those things are on the mind of your team member, but imagine if you’re listening empathetically and you’re saying, “Look, I can’t even imagine what you’re going through. Is there anything I can do to help? Even if there’s not, they know they’ve got you having their back. That leads to obser You mentioned the Kansas City Chief Andy Reid. He doesn’t wait till the end of the season to coach and provide feedback. Why do we do that with the dreaded annual performance appraisal that one does well, and the word appraisal sounds like what?
Mark Mears (Guest): or a piece of real estate or something. What if we’re observing and coaching and encouraging and even critiquing in real time? look at Gallup state of the annual workplace study each year and they study what are the opportunities to improve engagement and lack of engagement. Most of the highest scores are on very humanistic things. feeling cared about at work, feeling like I have clarity on what I’m supposed to be doing, and feeling like I get regular and timely feedback on how I’m doing. So, if we’re observing and coaching in real time, they’re going to feel like they’re getting regular and timely feedback, right? We all need to feel seen and heard. It’s one of Maslo’s hierarchy of needs. When you get past, food and safety and sex, right?
Mark Mears (Guest): we need to feel seen and heard and if we’re listened to and observed, we’re seen and heard. And now we need to feel Again, valued is that whole person that has all four realms of service, not just as a worker or an employee ID number. And if you feel valued, not only do you get recognized and rewarded when you do something good, that’s great. Those are just table stakes. But if you value something guys, don’t you want to invest in it? Don’t let’s say Christa comes to me and says, “Hey, I’m really interested in AI and I want to learn more about how maybe we can employ some AI techniques to help improve productivity and job satisfaction here at work.” And then I say, ” that’s great.
Mark Mears (Guest): I’m going to invest in you and I’m going to send you to a conference or I may buy you a book to help you get to a podcast or a YouTube video do something that you can then do something you want. Now going back to Gallup, some of the disengagers are lack of doing what I do best at work, lack of the ability to feel I can learn and grow at work. So now we’ve covered some of those things right there. So then the last one is empowering. I don’t know about you guys, but when I learned to ride a bike, I had training wheels on a beautiful blue Schwinn Stingray bike with a banana seat and handlebars and a mag wheel in the back. And I’m tooling. I got it for my birthday and I’m tooling around the neighborhood, but I had training wheels.
Mark Mears (Guest): I remember the Saturday morning my dad woke me up and said, “Hey son, it’s time to take the training wheels off and I was met with mixed emotions of incredible elation and how exciting this was going to be and also the fear of the unknown, But he took me out and got them off and he taught me how to pedal and stop and all those things while not relying on training wheels.” And so then I remember he walked with me, ran with me, and then pushed me off and I’m on my own. And I fell and wobbled a couple times, and he then coached me and told me what I needed to do differently, what I was doing well. And finally, when I got the hang of it, I rode down the street, was able to stop on my own, turn around on my own, and I came back.
Mark Mears (Guest): And I don’t know whose grin was bigger, myself or my dad’s, but I remember in my mind’s eye, as I’m telling you this right now, that feeling of freedom that I had, but I was able to do something hard, and I was able to do it on my own. And what if we could translate that same sense of empowerment, that same sense of freedom, that same sense of being able to do something hard and yet have the resources and the support that we need from those we work with at work. So listen, observe, value, and empower. And those four ways will help managers become better leaders. Because when you’re a manager, it’s transactional.
Mark Mears (Guest): a leader, it’s relational. But if you truly want to be a legacy builder, that’s transformational. So, think about the leader now. You go from the manager of someone saying, “I will obey you because you got the title to I will follow you because I know I trust you and I know you’ve got my back. Now a legacy builder is transformational. When it’s my turn to lead, I will lead you.” So thinking about that as exponentially growing, if you throw a pebble into a pond, the pebble disappears under the water. We don’t see it again, but we see the ripple effect on the top of the water, right? Let’s say you have four or five direct reports. Now you’ve got four or five ripples and then more when they do likewise with their team members over time, and that to me is how we build a community. I’m not a fan of the word culture either.
Mark Mears (Guest): Again, I believe words matter. Culture is not a bad word, but I think it’s often misunderstood, often overused. And I think about it as a culture may be a place someone feels merely a part of. It’s not bad, but a community is a place where someone feels they notice the difference. The emphasis on the word belonging is so important especially in this world of DEI where it’s all a sudden getting backlash and people are like we’re bringing people in to do these studies and these research and these techniques and whatnot they’re missing the true point of diversity. If a firm doesn’t see diversity as a competitive leverable advantage they’re missing the point. Right?
Mark Mears (Guest): So you think about it, diversity gets us in the door. That’s good. Equity gives us an equal voice. Better yet, inclusion gets us a seat at the table. Hallelujah. But if we don’t feel like we belong, we’re likely not going to feel psychologically safe enough to be vulnerable to give our very best. We’re just going to be happy to be in the room where it happens. Right? So helping people by getting them to see there is the total diversity of a human being. There’s not just the outer diversity that we see whether it’s male, female, protected classes and race, religion, politics. They tell us where we’re from. They give us a sense of our lived experiences. All that’s important because then it talks about our internal diversity.
Mark Mears (Guest): How do we think differently from each other, And how do we work together to where the best idea wins? And to me, that’s the total diversity that lets each team member feel like they belong in this community. So leaders build relationships, but they also need to build them in a way that makes people belong and feel a sense of not just a culture where we’re going to bring in a food truck once a month or we’re going to celebrate the birthdays and do all that’s great. You should, but again, recognition and reward, those are table stakes.
Mark Mears (Guest): how you interact with individuals on your team and treat them the way you’d want to be treated actually better. That to me is where it makes all the difference. Yes.
Matt & Crista Vance (Hosts): It’s very powerful and I totally agree that when individuals feel they belong when there’s a higher measure of connection and not just with the team but with the purpose and mission of the organization as well we can unlock this higher level of discretionary effort where people are willing to go above and beyond and that’s where we see that profit component come into the conversation where we’re having this conversation about how we can foster growth for individuals in our teams and…
Mark Mears (Guest): Yes.
Matt & Crista Vance (Hosts): in our company. And there does need to be an element of how this is good for the business. But the whole point of our podcast, the culture profit, is to show that putting the people first is putting profits first.
Matt & Crista Vance (Hosts): It is best for business to take a step back and remember that every organization is made up of people. We all are human. We have emotions. I have a friend that he posted on LinkedIn about a more vulnerable situation that came up where he shared his true feelings and he basically said that he felt seen in his team and at his company to have the support to go to this program…
Mark Mears (Guest): Yeah.
Matt & Crista Vance (Hosts): where they were talking about hard things. And that was something that helped him deepen his connection with the organization. And I think it’s very powerful what you’ve shared here. One last quick thought, I love the acronym love for one reason. We love it. Yeah, we definitely love it.
Matt & Crista Vance (Hosts): Yeah, to me it feels like the behavioral guideposts that help you make sure you’re guiding your actions in the right direction towards that outcome of growth. And that growth can happen in those four areas that you talked about from personal, professional, spiritual, and relational. Maybe a company doesn’t have as big of a stake in all of those equally, but they all matter to the person and…
Matt & Crista Vance (Hosts): as the person grows, there is a benefit to the company and ultimately I think the higher purpose of organizations is to positively affect societies and we can do that within our own organizations to start and
Mark Mears (Guest): Yes. …
Matt & Crista Vance (Hosts): s just like you talked about there’s a ripple that happens within our teams and outside of the company to the families and
Matt & Crista Vance (Hosts): friends, customers, that are all impacted in one way or another by how good a company is.
Mark Mears (Guest): I think you’re right. Matt, to me there are four key stakeholder groups. Team members first, guests or customers depending on your clients, depending on your industry, business partners, anybody in your business ecosystem, and your communities. and so they’re again intertwined all revolving around purposeful growth. And why I say purposeful growth because I love the name of your podcast, because and situation. It’s Purpose leads to profit. You think Denote just released a study this summer.
Mark Mears (Guest): talked about nearly 90% of millennials and Gen Z want purpose at work, not just in their life, at work. and again, one of the Gallup studies suggests that one of the disengagement is to your point, people feeling there’s a lack of connection to purpose in their work. Right. So they’re basically saying, “Look, we don’t want to just punch in and out a clock and get paid every other week. We want to feel like what we do matters and not just to ourselves, but to others. We want to feel like we’re doing something that allows us to be bigger than we could be on our own.” and that’s the organization I choose to work for or not. Right?
Mark Mears (Guest): And so when you think about what’s going on with the historically low lack of engagement or what the kids are calling quiet quitting these days and some are calling conscious quitting is that they’re basically saying I’m not feeling fulfilled in my job. I’m getting a paycheck. It’s helping me pay the bills but it’s not giving me a sense of fulfillment. And I think the trends were moving in this direction. But I think a few years ago really gave us a bit of a timeout to reflect deeply on not only what but who matters most in our lives. And when you look at the Sloan School of Management at MIT study of 34 million people across the globe who left the workforce during COVID and ask him a simple question. Why?
Mark Mears (Guest): The number one answer given over 10 times more than the second most given answer was toxic work environment is if people said look life’s too short I’m not going back to that status quo that was not serving me well and serving others I’m going to find something different and that spawned again already started but the gig economy people starting their own jobs or own businesses I should say and
Mark Mears (Guest): looking for fulfillment elsewhere than where they used to work. And so if you’re a human resources professional and first of all, if you’re listening, I’ve got to tell you, you’ve got the toughest job in the exquisite and in the organization because you’re asked to do so many different things and juggle so many balls at the same time. Maybe not having the full training to do all of it and maybe your budgets for learning and development got cut. guess what? you still have the same people issues, why I tried to make this model so simplistic and so humanistic is because that’s really all it takes is just treating others the way you’d want to be treated with love. And so, if you think about it, and you’re a CE level executive maybe listening, you’re like, ” I don’t know. This is a lot of fairy cotton candy. We got quarterly numbers to hit.” I’m like, “Yeah, you do.
Mark Mears (Guest): and you will hit them and succeed them. And to your point earlier, Matt, you can’t just do a little bit better each year. Their headwinds of business are facing us to where if we don’t make steps, function change, growth happen, we may find ourselves just pedaling in place or worse yet maybe going backwards despite the fact that we’re working hard. No one says you’re not working harder, but if you’re not doing it the right way, it’s like a rowing team, right? You got to have all the ores in the water rowing together to go swiftly down the channel. Not the biggest or strongest that wins. It’s the one that is most aligned. So, if you think about purpose as being a motivator, right, it’s going to help you earn more profit.
Mark Mears (Guest): But if you think about it as a demotivator, it’s going to be a current going against the boat, Because then maybe people will quit, Or maybe they won’t be engaged as much. According to Gallup, they’re saying nearly $9 trillion globally is lost through lack of engagement in terms of GDP. my If that’s not a wakeup call for business leaders to say, “Hey, wait a minute. I know as a former CEO and president with full P&L responsibility, the number one line item is either labor for most businesses or cost of goods. Okay, but if you have those as headwinds, sometimes with inflation, the cost of goods goes up, right? What do we have to do? we have to toggle in other areas to drive topline sales.
Mark Mears (Guest): But if you can’t, then all of a sudden now your margins go down and now you’re looking at having to lay people off because the labor line has gone too high. That’s a losing strategy for everybody, right? So it makes dollars and…
Mark Mears (Guest): cents to find and fulfill your purpose individually, collectively as a team, and corporately as an organization at work.
Matt & Crista Vance (Hosts): you have so many great analogies and…
Matt & Crista Vance (Hosts): metaphors that the imagery you can really understand what you’re trying to say and I think I’ll continue with that the ripple effect that we can have in organizations in our communities and what kinds of ripples are we wanting
Matt & Crista Vance (Hosts): to create and how big and the more that we do and the more that we keep these principles in mind of listening and observing, valuing, empowering, I think all of those that can create those bigger ripple effects and more positive ripple effects. And I just want to thank you for being on our podcast today and for everything that you shared with our listeners.
Matt & Crista Vance (Hosts): And for those listening, if you loved this podcast, please leave us a review and some comments. and we will leave it at that.
Mark Mears (Guest): Nice. I love it.
Mark Mears (Guest): My daughters call me a walking dad joke.
Matt & Crista Vance (Hosts): Mark. Thank you so much,…
Mark Mears (Guest): And I think You’re on your way to greatness there. If you want to keep this conversation going,…
Matt & Crista Vance (Hosts): Mark. Yes.
Mark Mears (Guest): hit me up on LinkedIn and follow me and connect with me. I want to learn from you. I also have a monthly LinkedIn newsletter. If you are inclined to subscribe, that would be great. And, another thing would be great if you go to my website, which is Mark A. Mirs. Don’t forget the A.
Matt & Crista Vance (Hosts): Okay.
Mark Mears (Guest): And there on the homepage, you can take a purposeful growth self assessment that takes about five or six minutes. and it’ll kind of give you a benchmark of where are you on this whole concept of purposeful growth in life and work and then I’ll send you a customized PDF with your scores and some helpful tips along each four divisions of the book and then hopefully you’ll be interested to want to buy the book the purposeful growth revolution four ways to grow from leader to legacy builder and…
Mark Mears (Guest): it’s available whether you like Kindle ebooks or paperback or hard coverver even audio books for those of you who are not readers you want to hear it…
Matt & Crista Vance (Hosts): Great.
Matt & Crista Vance (Hosts): And we’ll make sure to put links to all those helpful resources in the highlight article so you can easily find all those.
Mark Mears (Guest): then you’ll hear it right here from the horse’s mouth and I would love to continue this journey with your listeners. Thanks guys awesome. What a great way to start Monday.
Matt & Crista Vance (Hosts): Thanks again, Mark.
Matt & Crista Vance (Hosts):
Matt & Crista Vance (Hosts): And thanks everyone for tuning in. We’ll see you later. Thank you, Perfect. That’s it. All great job, Mark. So, we’ll work on the editing and then this episode, let me just check. So, we talked about two weeks from now, but we want to make sure it goes out early before Thanksgiving. So, we’ll have the teaser post go up on the 25th and…
Matt & Crista Vance (Hosts): then the episode will go live on the 26th. if that sounds good with you.
Mark Mears (Guest): Yeah, no,…
Mark Mears (Guest): It’s fine. This will be great.
Matt & Crista Vance (Hosts): 100%.
Mark Mears (Guest): Yeah, I look forward to promoting it and meeting you guys has been great and I look forward to staying in touch as my second book is hopefully faster than the first one.
Matt & Crista Vance (Hosts):
Matt & Crista Vance (Hosts): Yeah, we’d love to stay in touch. Honestly, your methodology and approach really aligns with a lot of the things that we teach our clients and the things that we talk about. I’ve done a lot of engagement surveys and I like to lead our clients, the companies that we work with to focus on the relationship dynamics between their team members and…
Matt & Crista Vance (Hosts): and leaders. And a lot of what you share, I think it’d be really helpful. So, we’ll definitely keep it in mind as far as there could be people that we send over to talk to you or recommend your book. And we’re connected on LinkedIn, so we’ll be happy to be cheering for you and stay connected along the way. So, 100%.
Mark Mears (Guest): Yeah. Likewise.
Mark Mears (Guest): I appreciate it, guys. The platform that you provide is important for me to help lead this purposeful growth revolution. and I can’t do it on my own. So, I want to say thank you for the ability to do that.
Matt & Crista Vance (Hosts): No. Thank you for reaching out. Thanks again, Mark. We’ll see you.
Mark Mears (Guest): Have a great week.
