Will Power Podcast by Will Humphreys

How Our Team Pivots Through Earthquakes, Crushes Goals, and Builds Unstoppable Trust with Will Humphreys and Virtual Rockstar

• Will Humphreys • Season 3 • Episode 9

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In this candid leadership meeting, Virtual Rockstar team navigates real-time crises, dealing with the aftermath of a major earthquake and super typhoon that caused power outages for team members, while simultaneously celebrating monumental company growth.

Listen in as they discuss the immediate need to pivot roles for a major upcoming virtual event, the inspiring perseverance of team members like Andre, and the incredible success of their recent event marketing, which has led to a record-breaking number of discovery calls.

The second half of the episode offers a powerful deep dive into the company's 90-Day Leadership Challenge, emphasizing the foundational role of trust in building a high-performing, committed team.

Key Discussion Points & Wins:

  • Pivoting Through Disaster: The immediate operational challenges caused by a recent magnitude 7 earthquake and power outages, and how the team quickly delegates key roles for the upcoming Virtual Rockstar Quarterly Town Hall.
  • Record-Breaking Growth: The team celebrates being on track to hit their "Super Bonus" goal, with a massive influx of discovery calls, 18 in just four days! following successful industry events.
  • The Power of Events: Will shares humbling stories from recent industry events (Mindshare and Therapy) where clients praised their VAs, validating their specialization in the PT/SLP space.
  • New Recruiting Strategy: Introducing a new "School Group" intended to become a massive thought-leader community, acting as an internal candidate pool to cherry-pick the best VAs for future hires.
  • Deep Dive: The Leadership Challenge: A discussion on the core themes of their leadership training:
    • Trust as the Foundation: Why Trust is the most important element of leadership, enabling healthy conflict and commitment.
    • Leading from Love and Authenticity: The realization that powerful leadership comes from being authentic and operating from a place of genuine care (like Hope's and Denise's shares).
  • "Good" When Things Go Wrong: A reminder of the military concept that bad things are "Good" because they present an opportunity to learn and grow.
  • Policy Change for Wales: The decision to change the hiring policy for their largest clients ("Wales") to accommodate temporary full-time contracts (2-6 months) to ensure they never lose a valuable relationship, confident they can repurpose skilled VAs quickly.
  • The Greater Purpose: Will explains that the true "why" of the leadership training is not just business success, but to empower each team member to be a more effective mother, sister, and leader in their own families.

This is a masterclass in demonstrating vulnerability, accountability, and the strength of a team built on trust, even when facing external crises.

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Virtual Rockstars specialize in helping support or replace all non-clinical roles.
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SPEAKER_04:

Today's episode of the Will Power Podcast comes to you from a live team meeting. All right, guys. Well, let's kick off the meeting. I would love for Andre to stay on the whole meeting, but and as much as he would like to, I think it makes sense for us to have a quick his introduction first, let him save his power. Um, you might for whatever you can do. Unless I mean if you really want to stay, Andre, I'm not gonna kick you out of the meeting. But I'll let you go first, and then if you need, I think it might make sense for you to have to jump out so you can save your cell phone power in case anything else comes up emergency. That way we can get a hold of you. And and honestly, you probably need your cell phone for emergency reasons anyway.

SPEAKER_03:

Good point. I wasn't thinking of that.

SPEAKER_04:

So let's let's Andre, let's have you kick off with your warm-up and then pass it to somebody else, and then uh we'll thank you for being on the call.

SPEAKER_03:

Okay, awesome. Uh, don't say goodbye to me yet. I I think I can stay for the whole call. Okay, uh, one word open. Um perseverance, I would say. I got everything done in spite of everything that's happened, you know. Um, I I did my calls with a flashlight and on laptop battery, so nothing's stopping me. I just feel like um, I just feel like uh with everything that's been happening, um every unfortunate circumstance that it's been happening, nothing's stopping me, and I feel really good about it. So yeah, that I just want to share that with the group. And um for acknowledgments, oh pink elephants, I don't have any, um, except for my everything that's going on right now. But I'm trying to keep a positive mindset about it. And for acknowledgements, I want to acknowledge the whole team for stepping up. Uh, thank you for helping me with this with this bit. And um, for good news, seems kind of uh backwards to say. Uh, good news is I'm happy, I'm healthy, and I'm alive, and my family's safe. And um, yeah, I'm passing it back on to you uh my dog. Sorry.

SPEAKER_04:

You're passing it to me. Did you pass it to me?

SPEAKER_03:

Yeah, yeah.

SPEAKER_04:

Okay, thank you. Yeah, my one word is uh grateful, very grateful today for this team and for Andre's powerful example during this horrible thing that's happened over there. Um, my hold on, I gotta pull up the thing. My head's so like in the weeds now on on this event. So uh pink elephants, I have none. Acknowledgments is Tony freaking Williams, man. She crushed it at these events. We we had the biggest influx, and this is also gonna go into our wins. Um, we had the she and I were able to share and work together two different events the last two weeks, and boy, did we crush it, man. It was just such a massive thing. Special kudos to Kayla as well, who helped us. Um, but I just want to acknowledge Tony because she and I have developed an art of working together, and it's just an unstoppable force. And we're gonna continue to build this brand in the industry in a way that like literally no one's gonna be able to compete with us. We are already. I had a guy from a virtual, another virtual assistant company come up to me and he's like, we need to talk because I have a VA company, we gotta learn to work together, and I could tell he was just scared. He's like, I've got this company, and you're everywhere. I see you guys everywhere doing everywhere online, everywhere like, yeah, kind of we're we're we're shocking on. Um, I also have to give a huge shout out to Denise, who bravely flew into her first event as a rock star and crushed it. She and Michelle Bambenek also did an incredible job of relationship management. And um, I love it when you guys get a chance to see these things because there's a new appreciation of the amount of work that goes into them. In some cases, I'm sure you might feel jealous because they are so fun. And on the other hand, there is so much work that goes into these things. There's just between the travel and the follow-like the now that we're all back, is when the work really begins. We've got so much stuff that we're building on. Abby's gonna help us. Uh she's gonna learn about some things in our our afternoon meeting. But but guys, anyway, Tony won't go into this, but she has, I think, one of the busiest weeks that we've ever had in her discovery calls booked. Um, I know it's as to put it in the in in retrospect, or in excuse me, in comparison, her she has as many discovery calls scheduled right now. More discovery calls scheduled right now for starting in this week and next week, uh, than she did the entire month of September. Like, we're just packed with discovery calls. So, ops teams, get ready, it's coming. Um, other good news, so many, so much good news. There's too much to talk about, guys. We're we're out there having large discussions with multiple large companies on how to scale. We got in really good with Raintree. Um, and podcast team, super excited about how we're gonna leverage the podcast to really grow our business uh specifically by having these big people on our show. But anyway, yeah, super excited. And then um, yeah, that's those are those that's me. I'm gonna pass it now over to Hope.

SPEAKER_09:

Hi, good morning, uh, good afternoon, everyone. So uh one word open for today. Um still coffee, uh pink elephant, none for me. Personal note, none, but for in virtual rockstar, I would say still Joan. So her invoice bounced four times, uh three times again. So yeah, that's that's the only thing now I need to work on. Um communicating with her. Um, acknowledgement, of course. Thank you, Denise. I'd like to shout that I really appreciate you. First, um, thank you for asking me and regards to Joan. It really means a lot, meaning to say that you are also checking on Joan to make sure that he she pays the invoice. Another thing is always keeping me updated with partners communication. So thank you so much. Good news. Um, for me, um, like Andre, my family's happy and well, so for me, it's already a good news. And for me working here in this company, yeah, for me that's a good news. Thank you. Um, passing it to Kim.

SPEAKER_02:

I knew it. Good afternoon, everyone. My one word open is blessed. Um, I don't have any pink elephant. I'd like to acknowledge. Well, and Andre's still here. Andre for being here. I know it's super scary. Um, but good thing that you're safe. But and then you still chose to use your battery for like joining the meeting. Um, good news is that yeah, same with Andre, we're safe. Um, I'm closer with family now, so good thing that we're all together and we're safe together. So that's it for me. I'll pass it to Sam.

SPEAKER_08:

Thanks, Kim. Um, one word open for me, grateful uh pink el answer and then so for acknowledgement. Uh I would like to acknowledge um Kim for consistently checking on us and making sure that uh everything uh is in place and on juice and for our um uh tasks and also for Will for still showing up uh last week with it with us, even though it's a hectic week for him in the events, and also for uh Tony for and uh Denise for all the photos from the event that we're gonna use on social media. Thank you for ushering it to me. And also um, good news, uh, we are now on 21,000 on uh Wheelpower podcast YouTube. So thank you so much for uh for the support as well. We'll and yeah, that's it. I'll pass it on to um Abby.

SPEAKER_00:

Thanks. Um good afternoon, everyone. Um, my one word open is Davao because I'm in Davao now. Um, I'll be having our um presentation tomorrow afternoon in um Philippine afternoon time. So yeah. Um no pink elephant for me. And what was that? Um acknowledgement. Um, I would like to acknowledge Denise for being so organized last event. I received um the list of um leads together with the little notes with them, and I really, really appreciate that because it um helped me build the emails for them. I'd also like to acknowledge Tony for um for all the help that he did last event. Um and um what else? One word open. Um wins. So same with Andre. Our family is safe. Um we didn't um experience the earthquake. So that's a wee affirm. So I'm passing it over to Denise.

SPEAKER_05:

Thank you, Abby. Um, my one word is communication. I've had a lot of communication with uh partners and VAs due to the pink elephant, the super typhoon that we're still reeling from, and then now the earthquake today, and then in fear of tsunamis happening because of that. So there's been a lot going on with that, and I'm so sorry that Mother Nature is giving you all some right now. Um, and then for acknowledgments, um, it'll be Hope. Um, Andre and Liz, thank you so much for pivoting so much. Last week we were bombarding you with things, and nobody gave you a break at anything. So thank you so much for stepping up with such great grace and being just the rock stars that you are. Abby, thank you for taking a bit time from me with all of this stuff. I really appreciate it. I tried to be organized to make it as easy as possible, but um I really appreciate your help with that. Um, and good news, I wanted the podcast team. I have to tell you, there were so many people that came over to Michelle and me and they just love the quality of the podcast and the stuff that's coming at them. You guys are crushing it. So thank you so much for all of the work that you guys do. Um, and then I'm gonna pass it to you, Tony.

SPEAKER_07:

Thank you, Denise. Oh, that's so wonderful to hear. Congrats, guys. Um, my one word open is thriving. Um, let's see, pink elephant, none uh acknowledgement. I've got a few. I'll make them quick. Doesn't make them small because there's a few. Um, Denise. Freaking great job. I'm going to breakthrough. And I heard you just did wonderful from Michelle. So thank you so much for stepping in since we were so hit so hard with these four events. Will, as always, goodness gracious, I love doing these with you. Like we always learn so much, and our company grows so much every single time. I just adore you, and your leadership is honestly the best thing that I've ever had. So um, Abby, huge shout out to you. You are doing so wonderful and are and are on top of all of these four events that we just had back to back, and you've got all these contacts coming to you, and you're like creating email campaigns and getting them the leads and making sure they're all contacted right away because what? Speed. We got to do this fast, right? Or we lose these deals. All this work on the front end doesn't go anywhere if we're not fast with our follow-up. And that's Abby, you guys. So thank you, Abby, for all the hard work. Um, and also Kim for pivoting every time we had little errors pop up or little things that we had adjust in the middle of these us being on site at these events. So, Kim, you and your team just helping us out. Thank you, thank you. Sab, thank you so much for reminding me about the pictures because I would have forgotten because there was so much. And I was like, that's awesome! And then I got in there and started sending stuff. And then Liz and Andre, holy crap and hope. You guys, thank you so, so much. Just all your hard work on the offside because it's about to get heavy on your guys' side, and we're gonna be here to support you guys too. We're gonna be here to support you guys too, okay?

SPEAKER_06:

Oh, uh, good news. You guys, I have this week alone 18 discovery calls, and that was with no calls yesterday. 18 in four days, eighteen. Okay. Next is Liz, and then when I think we're done.

SPEAKER_10:

Thank you, Tony. One bird's open, grateful as well. Um, thank elephants. I don't think I have anything right now. Um, acknowledgement. Well, first, Andre for setting a good example today. Um, I'm so thankful that you and your family are safe. Um, Denise and Hope, thank you so much. Yeah, last week was very messy, but thank you so much, Denise and Hope for all the the support. Um good news. Um I think having everybody safe from the earthquake. I mean, they sent like a check-in email with with all the VAs earlier. Um it was traumatizing, they said. For sure it was. Um, but knowing that everybody is safe is, you know, um, I think that's that's the good news that I would like to hear today. Um, yeah, I'll pass it back to you, um Will.

SPEAKER_04:

Thank you so much, Liz. I sure appreciate that. You know, we've got um some really cool opportunities today to uh do some training, but more than anything, I need you guys to remember to be the first to share. And uh you remember that to keep your cell phones computer for company use, screen on confidentiality rule, own your own experience. As we get into our training today, I wanted to take a second. You know, this week we're doing something different for the leadership training about testing you guys. We're actually testing you now, and we're gonna be reviewing that. Who here has taken the test? I know Tony has, Denise hasn't, Kim hasn't, Liz hasn't. So just Tony at this point. So please make sure you get that done by the end of this week. And um, we'll do some training today to talk about that. But before we we get to that point, I don't want to miss the opportunity just to acknowledge where we are as a company. All of you, I want you to sit back and just think about where we are now versus a year ago. It's end of September. Kim joined, Kim hit her one-year anniversary just a few weeks ago, a year ago. And look where we are. I am gonna pull up statistics. I am gonna use this opportunity just to show our stats because it does really highlight when we look at that, because remember, it's not about the numbers, but the numbers do measure where we are and give us that clarity so we can just see where we are as a team. So, you know, I don't know exactly where we were statistically a year ago, but we were nowhere near where we are today. So just want to highlight that we have 200, and this isn't even updated because Kayla's on on vacation, but we we are, I think, above 220 now in terms of total number of FTEs, 220. We only needed to average 14.1 for the rest of the year. We have three more months left, guys. We have done, we've done three-fourths of the year exactly as of the end of today. We have exactly one 25% of the year to go, and we are on track to break our super bonus. We have to hit 14 net new FTEs, and we're already two in for October. So I guess my main thought is how confident are you guys that we're gonna hit this thing?

SPEAKER_05:

Well, Tony's calendar is telling us they're pretty confident.

SPEAKER_07:

We're confident, guys.

SPEAKER_04:

Listen, I for your sake, I want us to hit this. I want us to hit this. Let's make this from now to the end of the year the highlight of what we talk about in this meeting because it's not about that number. It's not about the bonus money that I want you guys to get. It's about the lives that we're impacting here as a team. And and so let me stop sharing screen just for a second. Okay. So Tony and I were only, I wasn't able to go with Denise, obviously. So Tony and I had this experience of going to mind share. I want you guys to understand that was a new market, totally new people, not just physical therapists. We were talking to doctors of all kinds, and we were walking into that event thinking we're not going to continue to do this, right? Like, this is not multi-level, multi-location physical therapy where we're growing the fastest. This is something else. And so we walk in there, and we had a dozen or more clients who walked up and said, Thank you so much for your VA. They've changed my life. And I wish you guys could be there and see it. So the best I can do is communicate it to you. You guys might have a better sense of the VA's lives that are being changed. They're not just getting a high-paying job, they're getting a mentor, they're getting someone who cares about them, they're getting someone who invests in them. And that was so humbling to me because here we were in this market, and all these people were coming up, and then I had the chance to speak and get our company got promoted because they trust us. They gave me a chance to speak, and we were able to get promoted because of what you guys have done. And so, as a result of that, we were bombarded with all these new people who are scheduling. People were like missing out if they didn't work with us. And so we decided, no, we're gonna stick with this because why wouldn't we just hire people to help grow that since it's such a profitable vertical? We just don't want to put more investment money into new vertical growth in that way, but like why would we stop with that? And then we went to TherapyCon. And I was shocked that we had as many clients as we did at that. I didn't think we we would know that many. So many things again. Thank you for what you've done for us. We're so excited about what you've done, and so much more interest. People are like, tell me more about this. I keep hearing things about you. So I just I need you guys to understand that what you guys are doing is no small thing. We are easily one of the fastest growing VA companies in the world right now. We are the fastest growing VA company that specializes in PTOTSLP by far. There are copycats popping up left and right around us trying to take what we've built, and they just can't do it because they're not you. And we are just getting started. We have so many fun things that we're gonna be doing. And and I just want to thank you. Like, we wouldn't be able to do that without Abby's amazing emails. Abby's email that she's creating for PPS is just amazing, just so amazing. She may not hear that often from me because I'm always editing what she does. I'm always like, thank you. Here's what I need you to do differently. So she, if she hears it wrong, it sounds like it's never good enough, but that's just me having super high standards with someone who's capable of doing something super amazing, and that's what she's done is build something super amazing. So we've got with all of our little pieces are coming together. We know who we need to hire for. We've got more people that need to join this team. This team, more people are coming, and we're gonna find the best people. We are going to find the best people, and and with the recent change in pricing, we're gonna be able to afford to do more as a company, not just for our clients, but for each other. So just wanted to kick off this idea that for the rest of the quarter, whoever's in charge as CEO, I want the very first thing that we do to show where we are for the end of the year before we even do one word opens. I want the very first thing to be, okay, guys, let's go straight to where we are for the rest of this year. I want that to be our primary focus because, dad gummit, we're gonna hit that number. We are going to get that super bonus out for you guys because you deserve it. And so we'll make that the top priority, then we'll go into that piece. Kim, could you add that to the very top line of the agenda for us, please? Yeah. Okay, so I have just a few minutes here. I wanted to spend some training time with you guys regarding leadership. I'm gonna share screen again. This time, what I'm gonna do is a share screen regarding, I want you guys to see the overview of where we are. We're over halfway into our 90-day leadership challenge, which is totally taking months because we're doing 90 workday challenge. We're doing it, so it's five days out of every seven, is when we're doing this. So, as of right now, we are at week 11, the test, but we've done 50 of the 90 days. We're just barely over halfway. Bye, Andre. Rock and roll, man.

SPEAKER_01:

Thanks. Bye everyone. Thanks for letting me know. You you brought up a really good point with me conserving my battery for emergency purposes.

SPEAKER_04:

Yes, please look conserve. You're with you. You're up.

SPEAKER_03:

Thanks, guys. See ya.

SPEAKER_04:

Okay, so I want you guys to see the flow of how this was built. I obviously worked with AI, but I did not use AI to build this, I worked with AI, big difference. So I want to just review week by week the themes. The first week building trust. So, first and foremost, why do you guys think out of a 90-day challenge we spent the first week working on trust? That wasn't accidental. That's me telling you that is the most important part of any leadership development is learning about trust. Why do you guys think trust was the very first thing we started learning about? Denise.

SPEAKER_05:

It's the foundation that we start on to make it so we can build everything else.

SPEAKER_04:

Love that, Tony.

SPEAKER_07:

Mine was similar. It's the number one thing that we need for us to be able to grow. So that alone without trust, there's no way we can go into any other step culturally, growth within productivity, anything, any of it.

SPEAKER_04:

Yes. A leader, first and foremost, develop trust, right? Like, and the reason, and there's we in the in that whole training that might be a book that we actually spend time reading more in detail, but you know, when we talk about trust, we talk about results. We talk about faith. You know, we talk faith about like we really we we hope and we believe in each other, and then we verify with statistics and results. Like there's it, it's it's kind of the thing that connects all the other outcomes that we care about as a company. But when you think about trust, there's this emotional connection that exists. Like the best leader I know in the world is my mom, hands down. Lynn Humphreys isn't perfect by a far, by large margin. Lynn Humphreys is an imperfect person who loves greatly. And and I trust her, I I trust them, I trust the fact that she loves me so much that whatever she says, even when she's wrong, comes from a place of intending to do what's best for me. And so that's the connection between trust and leadership. If you feel like the person loves who you are, again, love might feel like a strong word, right? Because we use it romantically. We're not talking about Eros, we're talking about a different type of love that's that's more familial and like sibling-based. That type of love is what sets that stage for us to be able to let our guards down, to show who we really are, to make mistakes, to trust that we'll be held accountable for things that we do in error and success. So when we have that trust, everything is built. Um, we're not going to spend this much time in every week, but I wanted to really highlight to you guys why we focus so heavily on trust. Trust feeds into everything that we're doing here. And if you guys leave this program with any other lesson, this is the one is that we built we develop trust through our actions and by being our word and by knowing that we matter, and so we build. Second week, we talked about healthy conflict, right? This is where when we trust each other, we can disagree, we can hold each other accountable. That was a great week to have that. I was held accountable myself as a demonstration. And once we feel trusted and once we can have those hard conversations, it's an organic result that we commit to the group of people that we're in. That's where we feel like that R isn't just a symbol of our brand, but becomes a representation of what we stand for. That's when that shifts, is when we commit to each other. That's what makes the R a real representation of what we stand for, is because it represents us. That's why we put it on our clothing. Because it becomes who we collectively create. After that, accountability continues to hold that commitment tight. Once we are committed, we continue to hold accountable so that it's like the insurance policy that keeps that commitment tight because the second we get loose and just say, Oh, we love each other, we're always going to do fine, is the second that we start falling apart. Especially in marriage when that happens. Then we get more tactical, results-driven leadership. Now that we have that, how can we look at results as a style of leadership? We talked about growth and outward mindset, how we're looking at results in the tactical, but we're keeping a big open mind so that we can grow. It's a weird balance of looking at results, but also keeping a bigger picture in place for ourselves. And then we talked more. So the rest of the week started talking about styles of leadership, right? Servant leadership. How do we communicate as leaders? How do we influence as leaders? And then lastly, as leaders, vision and innovation. Every good leader has a vision and innovates and changes. So that is a brief overview of our training as a whole. What I'd like to spend a little bit of time on, let's just do five minutes. I could go for hours on this. And I think what I want to do is just spend the last five minutes. I'd like for you guys, now that I kind of recapped this, I would like to share with you guys what I want to know from you, what's changed for you as a leader. If not much has changed, you can share that. There's no judgment. It's more of a reflection of the program than it is on you. But can some, can you, a few of you, we only have five minutes, but I really would like to hear from as many of you as possible. And so, like, can you think of something that's happened during this program that shifted for you, whether the way that you think, or was there something that you did when you applied some of this stuff, whether it's in your personal world or at work, that you learned from? And so I'll turn the time over for you guys to share.

SPEAKER_02:

Um, I think what changed for me is I've noticed um ever since doing that, because I'm just I have my walls built up, but then that leadership training, it's just like oh, I can just be like myself and be open and like trusting everyone would understand where why I'm like this, where I'm coming from, and then it's just like oh it's like the butt I it's like I'm just seeing the another side or another perspective of life in personally and like in work. So I'm so I'm I notice that I'm so much more open now, even though I'm not really good with words like in speaking, but I feel like I'm more comfortable talking about stuff that I can speak about before doing the training. If that if that I think that's what I noticed um ever since doing the training.

SPEAKER_04:

Love that. Kim, you know, I want to thank you for that share because you have you have grown so much um in the in the company, and it's it's the biggest thing I've noticed is that you you are just more yourself. I think this is true for a lot of people in the Philippines when they're becoming virtual assistants, is they have this really professional protective layer. And what you guys are learning here at Virtual Rockstar is that that's great to a point, but in the end, we need the silly, we need the mistakes, we need the tears, we need the celebration, we need all of you. We every last part of each of you, even your imperfections are needed. And with Kim, like who she's become is this leader who's just born that way. I will say this before I pass it to Tony, and I want you guys to remember this for the rest of your lives is that becoming a better leader has a lot less to do with learning new skills and a lot more about you just being you. The greatest leader, the the greatest power comes from you just being authentically. Isn't that interesting? Tony.

SPEAKER_07:

So for me, I've actually I feel like I've gotten a lot out of this, you guys. Um I've I've seen myself push like things that I've been putting off, you know, like just like as little as tasks to um being uncomfortable giving people delegation at times, being a leader, being to um, you know, having conversations or whatever that may be, like those types of things has it's has pushed me to like move forward with those. And they all turned out great. Um, the other thing is, oh, do we miss somebody? Sab left? Or okay. Um, the other thing is um I've really like began to appreciate, acknowledge, and accept myself for who I am and who my strength, where my strengths are, and also accept and acknowledge where my where I can get better, right? And the crazy thing is, is we have the right people on a team where where I'm not as strong, there are people on the team that that's the strongest part. And then I'm like, it's okay for that to be for them, like it's okay for me to lean on them. And then the other thing is just I feel like Kim so much closer. I thought we were close before, but I feel so much closer to each and every one of you guys because I'm going through and I'm reading your impacts in this, and I'm like, crap. And then I can see it on their side, right? And it's so, it's so wonderful to me to be able to feel even that much closer going through this process with you guys. I didn't know or anticipate that this was gonna do that. So it's been for me, I feel like I've learned a lot.

SPEAKER_04:

I love that, Tony. Um, by a show of hands, who here feels like Tony loves them? Like legitimately loves them. Yeah, so Tony, Tony is a beautiful representation of the concept that the person who loves the most is the most influential leader. And so I am in awe of her leadership and so grateful for her beautifully imperfect and powerful person. And I say imperfect for a reason. I want to, I I I I I wouldn't want some I people do this where like they over-glorified. There's there's no more glory that we could possibly do than look at every possible aspect of who we are, especially the imperfections. And I don't even know if I could count. I can't even tell if I could her her weakness comes from loving too much. Like if someone asked her, that would be her weakness. Hope.

SPEAKER_09:

Yeah, hi. So first I'd like to apologize because I'm not always um checking my WhatsApp, but I promise I'm reading it. So um, like um like Kim, probably yeah, here in the Philippines, I really don't like to share things. I'm used to have like training with international like bosses before when I worked with like Wells Fargo and PayPal, but it's not like this, it's just like work, work, work. So whenever they ask you just numbers, show your numbers, and that's it. There's no like I cannot barely see them like sorry, smiling at me, something like that. So I used to like just answer their question by yes, no, and show them the report. But when I um when I opened my WhatsApp, I I was actually surprised and reading all the the messages from other VAs, like from other Filipino VAs, and of course, from for international, like like Tony, you, Will, and Kayla, of course, and Denise. I was actually surprised at first. And it, I I I want to be promised, my first thought was, why am I reading this? That's actually my first thought. Why am I reading this? I need to take care of my son, and I cannot check my phone. And then, and then I just read and read, and I realize, oh, this is for my own sake. I need this. And then, and then one day, or not really one day, my my husband told me, you know what? You have such a good team. So you really need to like spend time, even just the time to read it and reflect. So in Filipino way, of course, I'm not gonna say it in Visaya because we're talking in Visaya. I'm sharing actually all the uh all the experience whenever I read it, because I explained it to him in Visaya and Tagalog, because just really not good in speaking in English. So he always um asked me, Are you happy? Of course I'm happy, but why are you not checking your WhatsApp? Because our son, I always have that excuses. And he asked me, You can go to the restroom, go out, and just spend five minutes and read. And that's when I realized when I back read, I I realized that I'm in a good team. So because after I read all, I realized that I let my guard down. So I was actually smiling when I when I submit my like the 58th day, sorry, the the day 50 challenge when I add the the rice. Sorry, it was just out of me saying, oh Kate then I need to stop eating rice much because I really love rice. So yeah, and then I was just laughing and telling myself, oh my god, I'm telling everything to them now. So because of this training, um, I feel that I'm confident enough to tell Kayla I need this, to tell to tell Denise I need help. So unlike before, I was always hesitant to ask help. Um, with Kim also, when Kim reached out in regards to I I sorry, Kim, like the mistake, I realized Kim opened up to me. So she trusts me. So I feel like, oh, I can trust other people too. So because of this training, I really say one of thank you first to Kim, of course, to Will, because I know you're the head of all this, of all of this. Sorry, I'm not really good in words, but because of this, um, I'm happy, I learned how to trust, even virtually, and of course, I'm now I don't, I'm not afraid anymore if I make a mistake and I commit. And yeah, for me now, conflict is just normal thing, and I just need to accept and learn from it. So, yeah, that's what I learned from this. Thank you.

SPEAKER_04:

Hope rocks. Hope you're our newest team member. I honestly don't know what we would do without you, man. Like you are so important. I agree, and and your energy and your love. You know, it's hard because like there's different personality types, right? Like hope, hope is a little bit like Tony, right? In terms of like just energy and so forth. But then there's like Kayla, right? Kayla's not like Tony. I'd say, like, Abby and and Kayla, and maybe even Liz a little bit are in that same boat, right? And it's it's beautiful because leadership expresses it itself powerfully through our individuality. So even though Hope and Tony are similar, they're still very different people. Just like Kayla and Abby and Liz are similar people, they're very different people, like, but it's just it's that connection around leadership. So we don't need to worry on how we come across. I I love hearing Hope because she's she's verbal like me and she'll kind of you know express it all out there, and and that's great. But I love the quiet dignity as well. There's no wrong way to be a leader as long as we're leading from love and being authentic. There's no wrong way to be a leader unless we're leading, as long as we're leading from love and being authentic. That's it. Isn't that cool? So, because like the comparison game is out there, it's real. You know, our happiness in life is equal, it's a formula, our happiness is equal to the quality of our life minus our envy. That's it. So loving who we are. I love that, Denise.

SPEAKER_05:

Um, what I appreciate is the way that the prompts are in this leadership training is that it brings out different life experiences that we have either encountered or are looking to encounter, and we get to show a vulnerable side that then empowers all of us. I think all of us giving our vulnerable side is letting it be known that we are powerful people and that we're just the strengthening force as we're continuing each new day. And I'm loving that because I came in feeling very weak in the team just because I didn't know where I can contribute or where I can contribute, but knowing that I have different life experiences than other people, that that's something I can share and learning from all of you guys so beautifully. So thank you for the shares and thank you for the growth. I love doing this with you guys.

SPEAKER_04:

Yeah, Denise is another one of those whose love and service just per like I would say I think people don't, because she's so kind, I think they would mistake her strength as weakness. Because we confuse weak kindness as weakness all the time. But there is very few people as powerful as Denise on this earth that I've met, and I've known lots of people. I am so grateful for Denise. So I'm gonna wrap things up by telling you guys a couple things maybe you didn't know. Number one, do you guys know where this training came from? Like, where did this will pull this off the internet? I have spent hundreds of thousands of dollars over the last 15 years on coaches, on books, on I mean, the hours I've put into these things. I am a student of students. One of my strengths is being a student. I love learning and I have absorbed these things and have been applying them in business for decades now. And I would say pretty well, just acknowledging the fact that like there isn't there's one thing to learn, it's another thing to apply. And so where this came from is the top 2% of the most important things that I think any leader should know. And so when I programmed Chat GPT, it was like, here are the 30 people, and here are the topics, and here's the general ideas, and here's the concepts and the outcomes I want, and all these things. So, even though this kind of feels week to week, a little like, oh yeah, that was good, that was good. There's a bigger story here. The second we thing I need to ask you guys, I don't want you to answer it, just think about it in your heads and I'll tell you why are we doing this? Why are we spending time on WhatsApp when we could be working with our kids, right? Or when we're on the weekend or whatever, why are we spending time? Does it better the business? For sure. If you guys become stronger leaders, thank you, Tony. What I care about more than anything goes back to our purpose to build and strengthen families. My first priority as your chief rock star is your family. That's my priority. These lessons and rules are gravity. When learned, you'll become a more effective mother, sister, daughter, brother, husband, wife. You will be more powerful at that family level. You'll be so much that is the greatest gift of my professional career. Do you guys know why I work as hard as I do? Do you guys think I have to work this hard? I could be on some beaches places, I could be doing a lot of other things, but all of it would be sad for me. Because number one, the more I spend time with you guys, the better leader I become. Tony and Kayla and I, just as a quick lesson, taught me something this last week. Something went wrong. I don't even remember what it was. And because of the leadership program, Tony reminded me of what I was teaching her was Jack, the I forgot his name, but he's uh the military guy. And he said, he's like, good, when something goes bad, you remember the video? Hopefully you guys have all seen it. Something goes bad, good. Because there's that means that there's an opportunity to learn and grow and change. And we did. I forgot what it was, but it was something amazing. Tony, do you remember what it was?

SPEAKER_07:

Well, there's a few. There's a lot of things that I heard about in the last week.

SPEAKER_04:

I I could probably count four, but let's let's like one of details is because of time, but thank you for looking. I just the point is that um there's a scripture in Proverbs in the Bible, it's one of my favorites. As iron sharpens iron, so do we sharpen each other. And so as we spend time together, just remember that's the why of the program. We are doing this because we want to develop your leadership. Because first and foremost, you need you want to be the most powerful person you can be for the people you love, and then you get to apply it here at Rockstar, and just so happen to change thousands of lives in the process and break some records, and in so doing, provide more money that goes back into your family, and on and on and on we go. That makes sense. So appreciate you guys as a side note. Kim, maybe we should hit record every time I start training on go live on YouTube or something. That could have been a small podcast. Save me time later, but very grateful for all of you guys. Um, looking at the agenda now, I am sad that Andre wasn't here for many reasons. But I don't have anything here except for my yellow item from Denise about Lance. We're looking at the parking lot. There's one item called voice changing software for Lance Gross.

SPEAKER_05:

Yeah, he uh asked about, okay, so that quick backstory is they were needing some quick short-term part-time VAs, and we can't do that. So they went and looked into a couple of their companies because I had suggested a couple to them, and they said that there were some VAs that really thick accent, but very great experience. And there was some sort of voice-changing thing that was able to help calm down the thick accent, and asked if that's something that we have looked into and thought about because we thought that that would help for a lot of these amazing candidates to possibly find homes with partners because when they're dealing with clients who really are going to be a little more sensitive to a thick accent public, um, that um that could be something that could be helpful to us. So I didn't know if all of you guys in the Philippines are aware of something like this. I mean, I wouldn't want it to just offer it to anyone, but if there was somebody who was in an interview that really was someone that was standing out they really wanted, but then came back with the, oh, but their accent's too thick, that we would be able to then share this um idea of um possibly the voice changing.

SPEAKER_04:

That's why I was bringing it because thank you for bringing that to the table. And you know, my initial reaction to that is we don't, since we don't struggle with that, I don't know if I want to take time to like apply that to this group. Okay, I think the bigger thing that I heard was just that Lance wanted some additional VAs that were part-time that we couldn't support him with. So we had to refer that out. To me, that was the bigger part of that share because it's like, oh, it's interesting. I wonder what that looks like. But um, at the same time, I still am grateful for the way we operate. I think that being full-time makes sense. I would never want to go to part-time ever.

SPEAKER_05:

No, no, and they only did it for like a month or two because they were changing EMRs, so we knew that we really couldn't even do that.

SPEAKER_04:

Got it. That's an interesting discussion. I wonder if there was a way that we could have sold a full-time VA for a short period of time since we're growing so fast. I mean, there would be there could be some value. And my my thought is if we could bring them on, I almost wonder after they make the connection, if they wouldn't find them a home as they're growing anyway. Just an idea. Just an idea. Tom.

SPEAKER_07:

I was gonna say, I don't know if we want to make that like um a standard just because it does take a lot of time in case we can't find them a home, but I wonder if we consider it for whales.

SPEAKER_04:

Yeah.

SPEAKER_07:

Like the ones that are like, hey, I need someone to come in and do this. Can you guys can it and maybe we set it like, okay, two months. And in and then when we have a month, like how long do you need two months, three months, whatever it may be? I'm be like, okay, that month prior, we're gonna be looking for a new home for them, right? So we're like basically like recycling that that VA that sounds awful, but like finding a new home for them.

SPEAKER_04:

I honestly believe with our growth, I Tony, you're dead right. I honestly believe with our growth for for whales, because there was something really off in me that was like, we sent them somewhere else. That wasn't wrong, it's just that's what I would have probably recommended you to do. But once I heard I'm like, yeah, I don't want to do that ever. For whales, I think for whales, moving forward, let's make this policy that as long as they're willing to keep them for full-time hours, then can hire people for contracts for two to six months. My other thought is once they're trained in physical therapy world, I think they would immediately get repurposed. I think that there's a huge that, in my humble opinion, let's say worst case scenario, we find someone amazing who stays for just two months in data entry and learns the EMR. That would be one of those cases where Kayla sends that one resume to a new lead and we don't have to do a whole group interview again. Yep. So moving forward, let's make that known. Denise, will you reach out to him, let him know that we've changed our policies to accommodate him moving forward and that if they need full-time people, as long as it's 40 hours a week, we will accommodate short-term contract because our contract isn't even short-term. Our contract is a 30-day notice. Or even legally structured this way, you can just let them know, like, hey, if you need to hire people full-time in the future, you can hire them for us. And after those two to three months, if you don't need them, we'll find them a home.

unknown:

Okay, I can do that.

SPEAKER_04:

Because I believe we I'm confident we are gonna find those people a great home. And it would reduce the amount of work in the end. And then and bigger, this is the big thing. Those whales are a disproportionate impact on our business. So we bend for them. It's a little extra work for them in a little bit, but we want to keep them in our house all times, unless they want to go somewhere like super part-time, in which case, no, that's that's that's okay. Yeah, Tony, I love that idea.

SPEAKER_07:

Yeah, yeah, I was thinking Denise probably, I mean, he probably was looking for part-time, it sounded like, but still.

SPEAKER_05:

Well, no, yeah, part of her had reached out and just said, we just have like it, it's only gonna be like a month or two, if that, because she didn't know how long it would take to transfer information. Um, if it's like, that's all we can use them for. I was like, well, we don't really do that.

SPEAKER_04:

Oh yeah, was it part-time? Was it part-time meaning 20 hours?

SPEAKER_05:

They only needed, well, they just they didn't have the hours exactly designed yet. They just needed someone, they needed the able bodies to take and put data into the new system and make sure that everything was set up properly for a very short period of time until they were up and running with the new. So actually, what they've been doing is they've been using um their team are working on Saturdays here and there that they've all agreed to to help so they can make some more money off of it that way.

SPEAKER_04:

Awesome. Yeah, so let's be really clear in our language across the board as a company that part-time means, and we don't do part-time means 20 hours less than full-time hours, which is 40 hours a week. So we don't do 30, we don't do 20, but we do temporary full-time. See the difference, we do temporary full-time. So if you need someone full-time for months, and this is just for whales, and we we can look at that for other clients if it goes really well. But for whales, I just think it's that extra effort that we would want to do to make sure we keep them. Because again, we only have three to five whales or something like that in our our company right now. So if we can honor them in that way, that'd be great. But great share, Denise. I appreciate you bringing that up. Okay, I'm gonna move that off the list if you're okay with that. All right, guys, one more close, Tony.

SPEAKER_07:

Uh hungry.

SPEAKER_08:

Sab coffee, love, Liz.

SPEAKER_10:

Training. Um grateful.

SPEAKER_09:

Um, who else? Will oh Abby, sorry.

SPEAKER_04:

Rice, Will. Uh mine is humbled. Um, is that is that everybody? Okay guys. Yep. Have a rockin' day. We'll see you in different meetings and uh yeah, have a good one. We'll see you soon.

SPEAKER_10:

See you guys.

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Will Humphreys

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