Hello, everyone. I’m Eddie Turner. Welcome to Keep Leading® LIVE. I work with leaders to accelerate performance and drive impact and Keep Leading® LIVE is dedicated to leadership development and insights.Please, if you are joining us live, tell us who you are, tell us in the chat. We’d like to have an interactive conversation. We know it’s in the middle of the workday but if you’re available to listen to our guest today, we’d love to have you tell us who you are and where you’re located.

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Today, I want to tell you all about or introduce you to one of the few men that actually when I look at his wardrobe, it makes me jealous. This man is one of the most dignified and sophisticated gentlemen you will ever meet. He is a certified speaking professional and a member of the Hall of Fame for Speakers. I’m talking about none other than Simon T. Bailey. Simon T. Bailey is a beacon of transformation and personal development by guiding individuals and organizations toward peak performance and personal fulfillment. He is recognized on the top 25 for Success Magazine. Leaders Hum in 2023 recognized him as one of the top 200 leaders on the power list. Gotham Artists Keynote Speakers list has him ranked in the top 25. He’s written 11 books. He’s produced 14 groundbreaking courses on the LinkedIn learning platform that have been translated into eight languages and consumed by over a half million professionals in more than 100 countries.

Ladies and gentlemen, I am so excited to welcome Simon T. Bailey. Simon, welcome.

Hello, my friend. So good to be with you again.

Yes. ‘Again’ is the right word. I should’ve said welcome back. You are my first official repeat guest.

Wow! I’m honored. Thank you, sir.

Oh man! The honor is all mine. I mean, you were just a tremendous hit the first time you came on and your quotes are memorable and powerful. And so, I’m just excited to have you back to talk about your new book.

Yes, yes, latest book, Resilience at Work – How to Coach Yourself into A Thriving Future.

Indeed. And so, that really struck a chord with a lot of people when I posted this online. So, we’re going to talk about the book but before we get into the book, is there anything else I missed about you, your wonderful background that you’d like to tell us about.

Most importantly, I’m the husband of Jodie, father to four amazing children, and G. Pop (inaudible), our granddaughter who’s two years old.

G. Pop. All right. Very nice, very nice. Well, tell us about resilience at work.

So, resilience at work is really understanding how do you bounce back better, how do you ensure that you are better, not bitter, how do you bend, not break, in the midst of change and transformation and all the buzzword that we’re hearing. And I tell the story of four personality archetypes plus one that meet at a surfing camp. Surfing is a great metaphor to use for resilience. And these four personality types are called Hurry, Worry, Ready, and Steady. So, as you can imagine, Hurry and Worry want to learn from Ready and Steady how do they understand resilience at work and coach themselves into a thriving future.

Hurry, Worry, Ready, and Steady. That sounds like you were doing a little rapping over there, Mr. Simon. I don’t know if I should start dancing or what. Now, listen, I like that and how it identifies, obviously, characters but I love how you said that if we master this, it’ll make us better instead of bitter, but I missed the second line of that.

Yeah. So, it’s you can bend but not break.

Bend but not break. Oh, I love that.

Many people experience resilience and they just kind of bend and then they break and you’re like “What happened?” No. Go through the process. Stay the course.

Oh man, that is so important. That is what happens. And then if you are able to stay the course in the end, you’re all the more better.

Yes.

Good, good. Now, when we look at that component, there’s three keys that you walk through that I want to talk about, but I understand that when you wrote this, you decided that it’s not just enough to present some content. We want to put some meat on the bones, as we would say, my parents, growing up. Tell us about the research that you did in the whitepaper that’s forthcoming.

So, we went out and did some research, a thousand Americans, specifically looking at the state of working America. And what we discovered is that 48% of working Americans are worried about the future. 56% of working Americans are living life in a hurry. They really don’t take time to enjoy their life. And I should say that in our research whitepaper, it’s about a 95% confidence level with a 3.1% margin of error. And I share that with you because we wanted to just understand are people really worried and are people in a hurry and how does that impact productivity, performance, and innovation. So, when a person is worried about the future, their brain actually slows down, according to some of the work out of Princeton University Psychology Department. And when the brain slows down because of worry, it doesn’t create neurogenesis which is the process of growing neurons which grows the brain. So, we have to begin to look at worry through a different lens and help people understand how to shift over to being ready and steady.

That’s important. And I think probably the first reaction people would have is that “Wow! With everything that is going on, be it personally or professionally, I can’t help but worry.” And so, you said that there’s a solution to this, there’s a step we can take. Can you give us just one thing, if I’m a worrier, that I can do?

Yes. So, thank you for asking this particular question. one of the things that we introduce is this process that I work with a clinical psychologist. And it’s the question of what do you want for you. And the reason that becomes the question, that’s kind of like the Control-Alt-Delete question as it relates to worry, because so many times we’re focused on everyone else but, Eddie, when we step back and say “What do I want for me?”, you’re inviting yourself to be a part of the solution to your breakthrough.

Wonderful. And the computer guy and me and the generation that you and I are, I love the Control-Alt-Delete, the reset for our younger audience members, that is definitely what that refers to. I love that. Thank you very much, Simon.And speaking about our younger audience members, some of your research, I understand, from the book really circles around this idea of generations.

Yes. One of the things we found out in our research, Eddie, is that 46% of working Americans think that their manager cares less about remote workers with 52% being the highest amongst Gen Z, those from 20 to 26 years of age. So, if you think about that Gen-Z, just starting out in their career and they’re working remote, and if that manager does not intentionally connect with them, as we remember the old saying “out of sight out of mind.” So, then the question becomes how do we double-click on helping managers ensure that remote workers know that they’re cared for. Number one, reaching out to them, asking how are you doing. Number two, understanding their recognition language. Research says one minute spent on recognition creates 100 minutes of initiative. And then number three, always finding a way to tell people what they’re doing right instead of what they’re doing wrong, because when you’re working remote, you’re removed from everyone else and you’re like “Is what I’m doing, does it matter? Does it add value?” So, managers double clicking on that and making sure people know that they are seen, valued, and understood.

You’re saying that it only takes one minute of recognition?

One minute of recognition, appreciation, value that fills their cup, feeds their soul. All of a sudden, Eddie, I know that you just recognized me for doing something right. I’m going to go the extra step not because I have to but because I want to.

Are you saying then that managers that tell me “I don’t have time to babysit. I don’t have time to do” some of these other phrases that they say, that really doesn’t carry much weight then.

You know what, Eddie? I was that manager. So, I was at Disney and I ran an adult daycare center and I ran it with the mindset “You should be happy to have a job. I don’t have time for recognition” until Organizational Development sat me down and they were about to invite me to find my happiness elsewhere. So, that’s when I had the epiphany as they begin to walk me through taking time to recognize what people are doing right instead of what they’re doing wrong. I was a micromanager to the nth degree. I was a boss with an agenda instead of a leader with a vision. And once, I stepped back to say “Wait a minute. When that alarm clock goes off on Monday morning, are people excited to come and work with me instead of for me?” And what I organized, I had to shift because I was not building resilience in individuals. I was driving them away.

I love that. I love that. Thank you very much, Simon.And let me just invite a few of our audience members in. Thank you to those who’ve joined. First, we have Tiffany Horton. Tiffany Horton has joined us from LinkedIn and she says “He spoke at our leadership training event. Absolutely incredible. Good stuff.” We appreciate you joining and making your voice heard.

Cheryl Brinkley joins and she loves you saying “G-Pop, congratulations on your book” and she liked what you said about Hurry, Worry, Ready, and Steady and your quote about bend, not break. And finally, Cheryl is summarizing what you said. She’s doing some great work for us. Cheryl! What do you want for you? Huge question that she asked and she says “Happiest place on earth, adult daycare. What a turnaround in thinking.” We appreciate that.

One final person whose ID is not shown but they are coming to us from LinkedIn echoes your words, “Recognition goes a long way.”

So, thank you to those who joined us and sent us a couple of comments. We appreciate your contribution. And if you are listening and we haven’t heard from you yet, go ahead, put in your comments, put in a question for Simon that you’d like for him to answer and feel free to hit the share button so that members in your community can see the recording of this conversation.

Wonderful. Now, going back to the idea about remote work, there’s a lot being made of this today and the Wall Street Journal seems like there’s not a day that I don’t pick up the paper and a new organization is mandated, get back to work. To your point, out of sight out of mind, and there’s been conversation about how all the virtual meetings are breaking the vibe, as young people would say, that you’re not able to build that community, you’re not able to build the cultural norm because so many people are away. And so, it sounds like this idea of resilience at work really gets to that.

Yeah, it really invites people into a conversation to say “Okay, we are demanding that people come back to work but is there an opportunity that when they come back to work, we also give the option to work from home or to work hybrid?” And I think it’s that option and that flexibility which is one of the number one things people are looking for right now – “How do I have a flexible workplace where I can still be my most brilliant self and I can still connect and get a little FaceTime with the powers to be but I also can flex and go … as I drive value and help the organization grow and expand?”

Excellent. You make a point in your book about coaching yourself. Now, normally, when I saw that, I said “know if anybody else had said this, I would push back as a coach, right?” I don’t really want a lot of people coaching themselves, Simon, but in your book, you’re teaching how to coach yourself. So, I got to go with it when the great Simon Bailey says it. Tell us about the reason you said that this is something you’re teaching and something that leaders should be doing.

First of all, let me say you should absolutely have a certified coach who can help you look through the windshield of where you’re going instead of the rearview mirror of where you’ve been, absolutely. And you should understand how to coach yourself to a thriving future. The questions are “What am I feeling about where I am right now as it relates to my work that?” That’s the emotional question that I think I wish someone would have told me years ago but then the third coaching question to ask yourself because the best hand that will feed you in any economy is the one at the end of your wrist and here’s the question. “What step am I willing to take to get what I want?” In other words, if companies have closed their adult daycare center, they’re not going to babysit you, hold your hand, saying “Kumbaya! Plan your career.” Where we are right now, Eddie, people have to understand that there’s a difference between a job, a career, and a calling. So, when you ask yourself “What step am I willing to take?”, you are looking at your career as if it’s a portfolio and say “How do I reinvest in myself by growing my portfolio of skills and not waiting for the company to tap me on the shoulder and tell me to reskill, upskill, be more productive? No, I’m going to do it myself so that I move from surviving to thriving.”

Indeed. And the idea of building your own portfolio of skills, I like that phrasing, and not waiting for the company. I wrote an article in Forbes and that’s one of the points I made. Don’t wait for the company to invest in you because so often people say “Well, if the company’s not paying, I’m not going to do it.” No, you’re your biggest stakeholder. Invest in yourself.

Absolutely.

Be a continuous learner like yourself. I see the doctoral hat back there behind you. Tell us about that.

Oh, my goodness! Cleary University, a 138-year-old institution out of Howell, Michigan, honored me with doctorate in Business Administration for the global impact that we have and I’m so honored that they would do it for me.

Congratulations. And I understand that’s just one of three for you as a continuous learner and you’ve been recognized by institutions of higher learning because of your learning and your contribution to the world.One of the things you also get into is this idea … looks like I’m missing a comment here from Cheryl. She says “Powerful questions you just shared to unlock your power.” Thank you, Cheryl. And Tiffany says “Yes, absolutely. Grateful to have people in my life to guide me.” Good.

And of course, we do want you, even when you do use an executive coach or a career coach, whoever it may be, at some point, obviously, when we talk about coaching yourself, you have to think for yourself, obviously. So, I was just kind of doing a little jest there but good stuff, Simon.

And you address the issue of how we can face challenges as a part of this being resilient. Share more about that if you would.

So, one of the things to recognize is everything that I’ve studied over the last 35 years, real success is not just being at the top of the mountain but it’s the pain that you experience in the valley. So, for instance, you have a job that has been reimagined a few times and you have experienced the pain and suffering or what we call challenge. I invite you to lean into that and receive it for who you become in the process because if it was easy, Eddie, everybody would be doing it. So, the challenge comes to invite you to discover the potential that is in you but that potential or that resilience would never come to the forefront unless you’ve been challenged. So, here’s the net-net. What resilience really does is it helps you understand that fortitude is the new attitude. Fortitude is courage under fire. So, when I’m challenged, what you begin to realize is that change is inevitable but growth is optional. And when I say yes to the change, I say no to everything else. So, sometimes you have to say yes to protect your no, no to all the distractors that say “You know what, you’re not going to get through this challenge.” No, I’m absolutely going to get through the challenge because there is a new neural pathway that’s being developed that will develop the muscle called resilience.

And that’s important that neural pathway is established because it really is a rewiring of the previous thinking.

Absolutely. So many people, Eddie, say “You know what, I’m getting ready to retire.” No, you’re getting ready to rewire.

Don’t ever retire. Rewire. I love it. I love it. Don’t retire, rewire. Looks like you’re going to have a trademark phrase there. I like that, Simon.

Now, if you use it, you going to have to send me a little something.

I know but you have.And Cheryl’s created a hashtag for you, #Fortitudeisthenewattitude”.

Yes.

There we go. I love it. Now, if someone were to look at your catalog of books, those 11 books, they’ll see one word from the beginning is a thread that goes through and that word is ‘brilliance’. That word has special meaning to you. And even in your newsletter, you address people with the phrase “Oh, brilliant one.” Tell us about the meaning of that word to you and how it made you the world’s leading expert on brilliance.

A number of years ago, 25 years to be exact, my mentor said to me “You weren’t born to fit in. You were born to be brilliant.” And he was the first person that had ever said that to me. And I was playing small. And so, literally, I just went on a journey of just trying to understand brilliance. So, Dr. Howard Gardner, professor of Education at Harvard, did some research and what he discovered is that children up until the age of four are operating at the genius level. Same group of children studying in their early 20s and only 10% were operating at the genius or what I call the brilliance level. And in their late 20s, early 30s, only 2% were still operating in genius or brilliance. So, the question is where did the genius or brilliance go. It didn’t go anywhere but it became buried by a society that says color and width of the line, sit down, give it back. So, Eddie, we define brilliance today and in our research in our white paper, it comes out even more, it’s a system of wellbeing that unleashes your potential. So, when you are in an environment where you are celebrated rather than tolerated, that environment invites you to release your brilliance.

Beautiful. And I understand you have the new Brilliance You that you’ve started.

Yes, yes. So, we have our online university where people can literally on their phone connect with Be You Brilliant You where we’re equipping people with the skillset, the mindset, and the willpower to stay relevant in the economy. And really what we’re doing in Be You, Eddie, is we’re helping people understand how to practice AI, actual intelligence.

You threw a curveball there at me. You know where I thought you were going. I see what you did there. I see what you did there. All right. I love that. That is beautiful. That is beautiful, Simon. That’s another one you going to need to protect. I like that. Your newsletter, your most recent newsletter, you used a phrase that I just thought was so beautiful and so needed in the times that we’re living. You encourage your readers to hug people with their words. Tell my audience who’s listening and hasn’t read your newsletter yet, which they should subscribe to, what you meant by that?

What sparked the idea is David Brooks wrote an op-ed piece in the New York Times called The Rising Tide of Global Sadness. And he had did some research to basically say people around the world are hurting. In fact, he said the emotional health of the world is shattering. So, I said, wait a minute. We show up every day, Eddie, people walk by us, we meet people virtually. Do we take a moment to hug them with our words just to say something “How are you doing?”, “Oh, you look nice today”, “Thank you for holding the door,” asking them their name, just taking a moment to see another human being. That might be the kindest thing they’ve heard all day long. We all can do something because everybody may be dealing with something that we don’t know about. Could we just hug them with our words?

That is so beautiful. So, we’re going to make that … usually, it’s saying but I like that we got to encourage everybody who’s listening to us to go out and the hug somebody today with your words. That’s beautiful.Simon, I can talk to you for another hour. I am just so excited that you came and joined me again on my show. What’s the one takeaway if people don’t remember anything else of all the brilliant phrases you’ve left us with that you want everybody to remember?

What allowed hurry and worry to shift their thinking was ready and steady encourage them. So, here’s the takeaway. Encouragement is oxygen for the soul. Who can you encourage today on this journey called life?

Beautiful, beautiful.Tiffany Horton has weight in again from LinkedIn. Thank you for staying with us through the duration, Tiffany. She says “You two are great.” Simon is great. I love it. Thank you, Tiffany. We appreciate that. And Cheryl echoed at Tiffany Horton “I know, right? Beautiful. IKR” and fire.

Excellent. And tell us your favorite leadership quote that allow you to keep leading.

Wow! So, this one, I’ve been working on this for 10 years. I think I finally got it to where I want it. “The job of a leader is not necessarily to motivate people. The job of a leader is to invite people on a journey to find the leader within themselves while they’re taking a walk with you.”

Yes. I like that. I like that. Thank you very much, Simon, for being here with us. And where can my listeners learn more about you?

Yep, they can go to SimonTBailey.com.

So, visit SimonTBailey.com. Follow him on LinkedIn, all the social media where you find Simon, subscribe to his newsletter, pick up a copy of Resilience at Work and you will truly be enriched and all the better for it.Simon, thanks again for being here on the Keep Leading Podcast to join me.

Thank you.

And thank you, everyone. That concludes this episode of the Keep Leading Podcast. I’m Eddie Turner, The Leadership Excelerator®, reminding you that leadership is not about our title or our position. We can lead from wherever we are in an organization because it’s about activity, it’s about action. Once you’re a leader, you’re always a leader. It’s not a garment that we put on and take off. We must be a leader and allow it to emanate from our core, from everything that we do. So, no matter what you’re doing, always keep leading.

Hello, everyone. Welcome to the Keep Leading Podcast. I’m your host Eddie Turner, the Leadership Excelerator.In today’s competitive business world, there is no place for lackluster performance. When you find your spark, you shine brilliantly against a backdrop of automation, algorithms, and autonomous cars, you realize you weren’t just hired to do a job. Your purpose is to surpass all expectations and create memorable moments that surprise and delight your customers. Your spark is what distinguishes you from the pack and you have the opportunity to be the spark for your company, your customers, and your employees. You want to listen to this episode so you learn how to be the spark. You’ll learn that and more from the world renowned hall of fame speaker Simon T. Bailey, right after this.

Hello, everyone. Welcome to the Keep Leading Podcast, the podcast dedicated to leadership development and insights. I’m your host Eddie Turner, the Leadership Excelerator. I work with leaders to accelerate performance and drive impact.In today’s competitive business world, there is no place for lackluster performance. When you find your spark, you shine brilliantly against a backdrop of automation, algorithms, and autonomous cars, you realize you weren’t just hired to do a job. Your purpose is to surpass all expectations and create memorable moments that surprise and delight your customers. Your spark is what distinguishes you from the pack and you have the opportunity to be the spark for your company, your customers, and your employees.

That description comes was from author and hall of fame Speaker Simon T. Bailey about his new book where he shares five proven methods to equip people what a simple framework to deliver platinum-level customer experiences. Simon T. Bailey is the breakthrough strategist, whose life’s purpose is to teach one billion plus people how to be fearless and create their future. He equips companies with tools necessary to effect cultural transformation, resulting in higher employee engagement and platinum customer service experiences. Simon has personally worked with more than 1700 organizations in 46 countries since launching Simon T. Bailey International in 2003. Simon has been named one of the top 25 people who will help you reach your business and life goals by Success Magazine and that puts him in an elite list. He joins Brene Brown, Tony Robbins, and Oprah Winfrey. He’s the author of 10 books including the book we’ll talk about today – Be the Spark: Five Platinum Service Principles For Creating Customers For Life. His business building relationships course on Lynda.com com and LinkedIn Learning have been viewed by more than 8,65,000 people worldwide. With that, I want to welcome the amazing Simon T. Bailey.

Simon, thank you for being on the show.

So good to be with you, Eddie. Thank you for the opportunity.

So, Simon, tell us a little bit about your background please.

Well I worked at Disney for a number of years. I was the Sales director for Disney Institute and this ended about 16 years ago to venture out on my own after turning down four jobs, two Vice President offers to go and work at other companies as senior director position with Flexjet a division of Learjet and an internal move at Disney because I answered three questions – What would I do if I knew I couldn’t fail, what would I do if no one paid me to do it, what makes me come alive? So that’s where the spark journey really began for me.

So three powerful questions that you ask yourself. And for my listeners who may not have caught those, can you give us three to us once again please?

What would I do if I knew I couldn’t fail? What would I do if no one paid me to do it? What makes me come alive?

Yeah those are powerful questions. So that led to the journey today.

Correct.

All right. Well, you’ve done quite a bit with answering those three questions for yourself and living those answers. I mean, I just look at the body of work you’ve produced over the last 16 years and I’m just in awe and you are where I aspire to be one of these days. Now, it’s interesting because I did not know you. In fact, you and I still have not met face to face.

Oh my goodness!

I was talking to our mutual friend. I didn’t know we had a mutual friend, Joel Block. One day we were wrapping up a conversation and as we were wrapping up the conversation, Joel says to me “Hey, by the way, do you know Simon T. Bailey?” I said “I know who he is. I mean he’s everywhere and he’s highly regarded. So I know him but I don’t know him personally.” He says “Well, you should know him.” He said “You two are a lot alike.” He said “You have common backgrounds. You have similar idiosyncrasies.” He said “You two need to know each other. Then he made the introduction. So we got to exchange messages and talk to each other but I’m looking forward to meeting you in the National Speakers Association’s upcoming Influence for 2019.

Awesome. Well, I look forward to it as well.

So, now tell me a little bit about your book. You have this new book entitled Be the Spark: Five Platinum Service Principles For Creating Customers For Life.

So we look at all of the different corporations and organizations that we’ve worked with over the last 16 plus years asking the question “What’s the commonality? What’s the red threat that we can pull all the way through those organizations? What is the thing that we continue to notice why customers come back time and time again to a particular brand?” And what we discovered is it’s generally a spark, a man or woman, ownership has been transferred occur to them, psychological ownership has been transferred to them and they have decided to be the reason why customers return. In other words, they are the spark. They are the person who goes the extra edge in how they serve their fellow employees and team members but then ultimately how they impact the customer in a positive way.

Interesting. I hear about organizations transferring ownership to employees where they are owners of the corporation and now they have a vested interest but you said something interesting. You said transfer psychological ownership. Can you talk about that a little bit more?

Yeah. When I way psychological ownership, gone are the days where you show up to do a job and you bring the company your head but “check your heart” at the door. Corporations and businesses that recognize that in order for them to thrive in a competitive environment where consumers and customers and clients are overwhelmed with the terabyte of information, they now must have employees who marry their head, their heart, and their hands to look for ways to take that business further than it’s ever gone before. So it’s that employees who believes that they have the mindset, that “This is my business. This is my team. This is the work we do.” So what happens is they quit their job and they go to work because a paycheck is given to people who show up but opportunities are given to men and women who think beyond what they’re paid to do.

You said that they marry their head, their heart, and their hands and bring that into their deliverables at work.

Correct.

Powerful. I like that. Now, you said you did a lot of research on this and that is what we will see in the book as we read through it. So tell us a little bit more about maybe one of the examples that stands out to you the most.

One of the examples that really hit us hard as we were looking at this, this whole thing of being a spark, Chewy.com is a subscription service for pet lovers and we got a call from a woman who had received her monthly subscription from Chewy.com and she had forgot to cancel it because her dog had died. So she calls Chewy.com to cancel her subscription. Chewy.com apologizes, say “Our thoughts are with you and we will refund your money.” Well, she thought that was the end of the transaction but sure enough the next day there’s a knock at the door and there is a bouquet of flowers and a card, a sympathy card from Chewy.com. In other words, they understood “How do we see an opportunity to be the spark for this woman in a time of bereavement because of her pet.” And it’s that one extra step in being uber responsive to customers that causes, I believe, that woman to be loyal to Chewy.com the next time she gets a pet.

And how about the countless number of times that she then tells other people about that experience and what that will do pet lovers everywhere who hear about it?

Exactly. See literally becomes the unofficial marketing department for Chewy.com and they will not send her a check at the end of the year for her free advertisement but she’ll do it because they sparked something in her that connected her with the brand that no matter what their price is, they now have an emotional connection.

I like how you said that as well. That’s a nice turn of phrase – “She becomes the unofficial marketing department for Chewy.com.” I love that.

Correct.

I know what comes to my mind when you say spark but I suspect that you had a very clear imagery that moved you to use that in the title. Can you share why you said back as you’ve used it a couple of times in your description here and I just would love to crystallize that for our listeners?

Yeah. So a few years ago when I was starting on this whole journey of spark, I went to the Grand Cayman Islands to speak at an event. I’m checking in at the front desk and they say “Your room’s not ready. Can you wait in the lounge?” So, I’m waiting in the lounge area and a gentleman woman walks over to me, his name is Howard, and Howard gives me his card and he says “I’m going to take care of you while you’re here at the Ritz Carlton Grand Cayman.” I said “Great.” So we started talking and then Harvard says to me, Eddie, he says “How was your trip to Halifax, Nova Scotia?” And I looked at him like “How did you know I was at Halifax, Nova Scotia?” And he says to me “Before you arrived to the island and to the hotel, I went on your Instagram feed to see where you were before you got here. And I happen to be from Halifax, Nova Scotia.” Well, now, as you can imagine, Eddie, in this moment Howard is now my new BFF, all of a sudden we have this connection. And so there is a famous restaurant in Halifax, Nova Scotia, called the Bicycle Thief and he said “Did you get a chance to go to the restaurant?” And I’m “On my goodness, did I go? I went there twice. It was amazing. Loved it.” And so eventually I get checked in my room and I have to go to a Black Tie event later on at night and there’s a button missing from my jacket. I call Howard. He comes to get the jacket, brings it back in 10 minutes with the button sewn on that matched the rest of my buttons. I’m going to give him a 10-dollar tip to say “Thank you.” He said “No, this is on me.” I’m like “Howard, you’re the man” but the story gets better. The next night I’m taking a group of acquaintance out to dinner and we run into Howard in the lobby of a hotel and he says “Hey where are you going?” I said “We’re going to such and such restaurant.” He said “That’s a Canadian restaurant here in the Cayman Islands. Make sure you order the Flying Monkey beer.” In other words, Howard went beyond the job description of why he was hired to work there at the Ritz Carlton and connected with me as a guest. He became the spark for me because he began to think, not just do. And it’s that slight shift and if the 20th century customer service is about going the extra mile, in the 21st century, platinum service is going the extra inch. There are six inches between your ears. So when I began to think about what I do, I just don’t show up to do it, I begin to go that extra inch and that’s what we want people to do, in order words, in order to be the spark.

So it’s no longer about going the extra mile. In great 21st century leadership and great 21st customer experiences, we’re going to go the extra inch.

Correct.

Excellent. That is fantastic. So this idea of sparking, being the igniter started in the Cayman Islands because of a man named Howard. How about that?

Exactly.

You then fast forward and you write this book about it where you’ve collected a research and you share other stories. The big thing that some listeners may be thinking right now as they’re hearing you is “How can I become a spark?”

Oh my goodness, great question. So one of the things we started over the last few weeks, we feature Spark Of the Week and it’s just somebody who’s either been nominated by other individuals or it’s something that I noticed in my travels that somebody does. Recently I was at the Atlanta Hartsfield Jackson Airport. Almost 85 million passengers pass through that airport on an annual basis. And I’m standing at the gate and about to board my flight, I notice there’s a gentlemen sitting in a wheelchair. Well, I have to go to the desk because I hear my name called and straighten up something in my ticket, I just notice this guy just sitting in his wheelchair looking a little bit discomforted, looked uncomfortable, wasn’t really happy and all of a sudden I see a gentleman come over to talk to the gate agent and he says to her “Listen, I’m going to put my back’s right here and I’m going to take care of this guy.” And he rolls this gentleman off and he’s not a airport employees, he’s just a regular passenger about to get on the same flight. Well, I said to the gate agent, I said “What exactly is he doing?” She said “That gentleman has been sitting in that wheelchair uncomfortable because he wanted to go to the restroom and this guy noticed it and has now taken him to the restroom” and I was blown away. We’ll, sure enough the guy comes back, he rolls the gentlemen back because the gentlemen’s wheelchair’s going to also get on the same flight. And I just walk over to him and I said “Sir I don’t know you. What’s your name?” He says “My name is Mike Mitchell.” And Mike is the Division President of a company. And I said “That was amazing what you just did to go above and beyond, just that human act to move beyond yourself.” Well, mike didn’t have a card but I connected with him on LinkedIn and I told him how much I enjoyed meeting him and that I was going to make him the spark of the week. Put it on social media.

How about that?

Because I happened to take a picture of him rolling this guy through the airport. I made a quick video at the airport about what I just witnessed. It’s just that little act of kindness, that’s how you become a spark. You look for the opportunity to do something when no one is looking, not for the praise but because of the good of humanity.

How much different would our world be if we had more people taking the initiative to be the spark? I really liked that example. Thank you for sharing that. And since you’re doing this every week, I imagine you just have countless of these that you could talk about and share.

Oh my goodness, we just have stories after stories of just different things that individuals are doing just to be the spark. I was recently speaking at a conference and I had told everybody about the spark of the week. I’d asked everybody to give me their business cards – “Let’s stay in contact.” If they notice someone being the spark, I want to know about it. And I’m standing out at valet parking and this little young lady comes over to me, can be no more than 8 years of age, gives me her business card with the title on it Commissioner in Training. And I stooped down and I said “Tell me, Paisley, about yourself.” and she said “I’m here attending this conference with my grandmother.” Her grandmother is the Commissioner of Accounting here in the state of Florida. And she said “You didn’t ask for my business card and I want to give you my business card because I want to be a commissioner one day.” Eight years of age. Well, sure enough, Paisley was the spark of the week because somehow her grandmother found a way to embed the chip early through her actions and behaviors that you can aspire for what you see. And so everybody can be the spark. You can do something, be something, go after it.

And by being the spark, that gets at the heart of what we talk about in the Keep Leading Podcast of being a leader. So you’ve talked about that initiative, going the extra inch, no longer the extra mile. So tell us just very specifically if you could about the reason this is so important for leaders.

The reason this is so important for leaders is because the job of a leader is to invite men and women on a journey to discover the leader within themselves while they’re following you. So a leader can never take a person to a place that he or she has not been themselves ourselves. So before I can tell others to be the spark, I must show up as the spark for those that I work with every single day. So being a leader with spark is finding out what’s right about a person instead of what’s wrong with a person and infusing them and igniting their potential to go that extra edge because of what they see in you. So, in other words, a leader comes alongside every person and coaches them into their brilliant future.

Excellent, excellent. I love it you. What you’re saying resonates with me on so many levels. And in some ways it almost becomes for some people, would you say, almost spiritual?

Very much so, yeah. Years ago I shared the stage, I was just a young pup starting out in this business and I share the stage with the late great Dr. Steven Covey and he said something that I will never forgive for the rest of my life. He said “We’re not human beings have a spiritual experience. We’re spirit beings having a human experience.” And when he said it, it just left an imprint on me that I said “The work that we do in leadership is more spiritual than anything because people are connecting with our spirits. That’s how they’re learning to lead.”

Very, very good. Well we’re talking to the amazing the international renowned hall of Fame speaker Simon T. Bailey. And Simon T. Bailey is telling us about the importance about being the spark.So we’ll take a break right now for a word from our sponsors and we’ll come right back with Mr. Simon T. Bailey.

All right, we’re back and we’re talking to be internationally renowned hall of fame speaker, author Simon T. Bailey. And Simon is telling us how we can be the spark and why this is important for leaders and for anyone who wants to take their relationships and their level of customer or employee experience to a platinum level.Now before we took a break, Simon, you were telling us about the germination of the idea of being the spark but in your book you explained five platinum service principles for creating customers for life. Can you share those five principles with us, please?

Principal Number One – For every customer, team member that you work with, see them as guest and see them as guests kind of ties into my the Disney background, my 30 years of being in the hospitality industry. When you see a person as a guest, it’s not about what you can get from them but it’s about what you can give to them.The second principle is how do you personalize that experience and personalization is really understanding that everybody that you serve has a compass, they have a need, a want, a style, and an emotion.

And then the third principle is how do you anticipate their future needs by asking quality questions because the quality of your questions determines the quality of your answers. Anticipating future needs is the ability to look around the corner and to see what’s coming and then how do you begin to shift and shape the experience and the outcomes that you want that person that you’re serving to have.

The fourth principle principal is how do we respond immediately. In a world where now with just a few clicks and a few touches and swipes people can lift a brand up or tear a brand down through their recommendation, through their feedback on bad experience. So when things happen, if you hear it, you own it. No longer can employees pass the customer’s problem around like a hot potato. If you hear it, you own it. You make it happen. Fix it here, fix it now.

And then the final principle is after we are uber responsive, how do we keep the loyal with acts of kindness. So what you’ll notice is that every letter in what I’ve just teed up – Sea them guests, Personalize experience, Anticipate their needs, Respond immediately, and Keep them loyal with kindness – spell the word SPARK. So when you find a way to go about implementing that, it just doesn’t become rote or mechanical but it becomes a part of our ethos and how we show up every single day.

Just amazing, just absolutely amazing. I love the concept, I like how you tied that to your acronym, and it gives us all something that we can apply, and everything you said just resonates really, has my mind going at 100 miles an hour. And I’m thinking about your Disney experience. I’m thinking about my short time with Apple. And when you said that if you hear it, you own it, that was the first time when I went through my training at Apple that someone explicitly explained that to us. And it’s not about “I’m going to tell you what number to call or go see this person go over there.” No, you take ownership immediately and you go with that person, you are now tasked with being their guide until it is completed. And then if, it is necessary to do a hand-off, you still go back and you follow up. So I love that.Now, so many things that you’ve accomplished I would just love to talk about but something else that I just cannot ignore, we have to talk about. You did a Goal Cast video. And for those who may not know about Goalcast, they just take a speech that someone has given and they just do a phenomenal job of bringing that to life in another way. And they often will get many views but your video did not get many views. Yours got millions. And at last count, at least from what I saw, it’s been viewed more than 85 million times. And you called that one Invest In Love. So without going into the content just yet, what I’d love you to do is just tell me what it’s like to have something you’ve produced be viewed that many times?

It’s very humbling. It also causes you to come to new level of accountability because it’s one thing to have a speech go viral but who you are when no one is looking is who you really are. So when the cameras and the lights are not on, the audience is not giving an applause, and you’re not being interviewed, who are you really and are you living out what you have taught that’s gone viral? And so, what I have recognized because what I shared that day is certainly who I am at the core of my being. I’ve even doubled down even more to be intentional about how I am focusing on family first, business second.

Very nice. Now, I want people to go watch it for the few people that haven’t seen it yet because it seems like everybody has but for the few that haven’t seen it, I want them to go watch it. So I don’t want to give away your full content but can you just give us a summary of what they will learn when they go watch that video and you’ve kind of said it here just now?

So the quick snippet is my daughter came into my home office one day and I could see she wanted to talk but I was busy, I was not affected for her and she said “Daddy, I see you’re. I’ll just talk to you later” and I said “Okay” but it hit me on the plane that I missed the moment to connect with my daughter. And so what I discovered, and when they watch the video, they’ll get the rest of the story, what I discovered was sometimes we can be so caught up in the minutia of what we do that we never keep the main thing the main thing. And the reality is, for everyone that listening to us right now, god forbid if you kick the bucket, expire, or checkout tomorrow, they will post your job on the internal intranet and life will go on. And the people that will be crying at your funeral will be the ones that missed you the most, your family. So, I believe, Eddie, we’re living in a time that if you’re going to be an effective leader, become better at home, then you become better for the business because if the business is more important than home, then you have built a ladder that is against the wrong wall. So when you keep the main thing the main thing, you discover how to become a holistic leader that lives from the inside out not just the outside in.

Powerful, powerful. And that’s a lesson that some only learn when it’s too late. So it’s outstanding to see that you learned that lesson and you’ve applied it and I’m sure that your family is all the better as a result and as you talked about yourself being a better person and what we have to ask ourselves as leaders who are we in private because that really is who we are in public. It’s not that we can pretend and then show up as somebody different. We may only be deluding ourselves but other people are seeing the real person.

Exactly.

So there’s something else you’re known for and a lot of people follow you and I look at these as well and enjoy these, your Bailey Dailies. Now, I don’t want to put you on a spot but I know you put these out every day. Have you done your Daily Bailey for today?

Yes, I have. We’ve done the Bailey Daily today and this is not the best form but it shows me coming out of Orange Theory Fitness Center where I went to a 6 a.m. class and I’m huffing and puffing and I’m sweating and I think I ate too much the night before and hadn’t been to the gym in a while. And so that’s my Bailey Daily as to what are you going to go after because, from me, I’ve got a little bread basket that I’ve developed around my belly and some love handles that have got to go. So I’m trying to get back to my six pack in my mind, it’s a ten pack right now, but I’m trying to work it out.

I have that myself. I totally understand and it is not easy. I just gave up. So that was your Bailey Daily.

Yes, it was.

Very cool, very cool. I just love talking to you. What am I missing? What would you say that every listener should know who’s hearing us talk about leadership, when you’re talking about being the spark, how would you summarize our conversation for today?

I would say everyone listening to us today needs to think about “How do I show up and be the spark not just in how I see the world but how do I surround myself with a vertical thinker if I’m a horizontal thinker?” What do I mean? A horizontal thinker can look at a myriad of different things and connect the dots but a vertical thinker like a doctor or a lawyer, they have subject matter expertise that might be an inch wide but it’s a mile deep. So an example of a horizontal thinker is when you look at Steve Jobs, Steve jobs was a horizontal thinker because he was able to disrupt three different industries – music, movies, and the mobile phone. And being a horizontal thinker he connected all the dots but he also was surrounded by vertical thinkers. So if you intend to be the spark right now and to really keep leading, how do you release the need from having to be the smartest person in the room and creating an environment where everyone matters and everyone can show up. They might be a vertical thinker, they might be a horizontal thinker but ultimately it creates that spark to get the best thinking that needs to show up and be a solution to a problem.

I love it. I love it. I’ve said first we try to do this episode, I’m sure, and anybody who sees you on stage, you come alive and that’s why you’re a hall of fame speaker. I mean, you’ve spoken on in so many countries on several continents and you know how to engage an audience and you have just solid content. You know how to motivate people and that’s why you are the breakthrough strategist.So what’s your favorite quote? On the Keep Leading Podcast we love share a quote to help us as leaders keep leading.

Well, the well that you drink from is the well that you think from and eventually it’s the well that you become. So if you want to understand where a person is drawing their thinking, their knowledge, their ability, look at the well that they’re drinking from because that tells you everything you need to know.

Wow! I like that. Thank you. And I don’t often do this on the show, in fact I’ve never done this in the show, but I’m going to insert my favorite quote at this point that I got from Simon T. Bailey himself. As I was watching one of your videos when I was preparing for the show and you said “When I work in an environment that celebrates me rather that tolerates me, that environment invites me to be a vitamin and not just an aspirin.” I thought that was powerful. So I want all leaders to remember that one as well.Also, Simon, there was something that you had mentioned when we were just talking before the show began from your Disney days from Al Weiss that I thought would be really nice for our listeners to know.

Awesome. So, Al really challenged me when he was president and CEO to really look at what I was doing through a fresh lens and to really understand that you need to know who you are and why you’re here. And when he said it, it just went over my head but after about a decade I got it because it wasn’t just about showing up and getting a job at Disney, it took me two years to get hired at Disney, but it’s really understanding that I wasn’t there to fill a position, I was there to create a moment.

Not there to just fill a position but to create a moment. Good stuff, good stuff. So thank you for sharing that.Where can my listeners learn more about you, Simon?

Yeah, they can go to SimonTBailey.com.

Wonderful. I’m going to put that in the show notes so that everybody can simply click on that and go out to your website, learn more about you. You want to book Simon T. Bailey for your audience, ladies and gentlemen. Bring him into your organizations.And also they want to get that book of yours that was just released and that’s available on your sit, it’s also available on Amazon.com. So, we’re going to encourage folks to be able to go out and pick up a copy of the book.

And I’m also going to put in the show notes, for the few people that haven’t seen it, your Goalcast video. I’m going to put a link to that so that they can be able to see that as well. And if you have seen it in the past, it’s worth watching again.

Simon, thank you so much for being on the Keep Leading Podcast.

Eddie, thank you so much for having me and blessings to you.

Thank you so much. And thank you for listening. That concludes this episode, everyone. I’m Eddie Turner, the Leadership Excelerator, reminding you that leadership is not about our title or our position. Leadership is an activity. Leadership is action. It’s not the case of once a leader, always a leader. It’s not a garment we put on and take off. We must be a leader at our core and allow it to emanate in all we do. So whatever you’re doing, always keep leading.