The Audible-Ready Sales Podcast
The Audible-Ready Sales Podcast

Episode 65 · 6 months ago

Netflix’s Last Chance U: A Conversation with Coach John Mosley Jr Part 1

ABOUT THIS EPISODE

From the Last Chance U: Basketball series, and East Los Angeles College, Coach John Mosley Jr joins John Kaplan for a conversation on—you guessed it—coaching. While they operate in different courts, this is an episode you don’t want to miss.

Support Coach Mosley and ELAC Student Athletes:

- Donate to the ELAC Men’s Basketball Program

- https://org.eteamsponsor.com/ETS/supportUs/311056148

- Donate to the ELAC Student Athlete Fund

- https://elacfoundation.com/elac-student-athletes-fund/

Check out this and other episodes of The Audible-Ready Podcast at Apple Podcasts, Spotify, or our website. 

And I think sometimes we forget- and wemature so well, and we do so well and we get all these GNOMIC knowledge menand we get all these accomplishments, and we forget that we were that sameseventy year old kid or that same entry level position. We forget what thatentry level feels like her. Everything was new to you. You are listening tothe audible, ready, podcast. The show that helps you and your teams sell morefaster will feature sales leader sharing their best insights on how tocreate a sales engine that helps you fuel repeatable revenue, growthpresented by the team; F, forced management, a leader in PT sales effectof this. Let's get started, hi it's Rachel with the audible, readysales podcast. We are taking a small detour on the show. Today, many of youare familiar with last chance. You, the series on net Flix, the latest seasonfeatures coach, John, mostly junior from east La Community College e lackand if you've seen the latest season, you likely find yourself impacted bythe way coach mostly motivates and gets the most out of his team. We love agood sports motivation, AL story here at force, and we know many of you do toso John Caplin reached out to coach mostly himself and the next thing Iknew we were recording a podcast series with him. So here we go part one ofJohn's discussion with coach Mosly from Elak and last chance you so it's mygreat pleasure today to introduce coach, John, mostlyoutstanding basketball, coach for East Los Angeles College and the Star of thewildly successful Netlik series called last chance university basketball. Socoach mostly thank you very much for being with us today, yeah thanks forhaving me man, it's been, I been wild, it's it's like two months now and it'sstill going. It's still been able to meet with people and talk it on podcastand different things like that. So it's been still been busy man still, I I canabsolutely imagine it like you're, so gracious to come on the segment for usand we looked at your calendar and you're. You know that it's full withwith podcast, and it's just it's just I'm so happy that you, your storiesgetting out there, we're going to talk a lot about that. But if you wouldn'tmind share with our folks the kind of the Genesis of how the Netlik seriescame about yeah, so it was a cold call,interesting man, cold call. I didn't want to have anything to do with it,but I think everybody ask how why or all they chose you and I think thedynamic of what they were looking for. I think they wanted to come to southernCalifornia. A good program and we actually have in the greater LosAngeles area, have probably been the best in the last five years and thenmaybe the dynamic of me being an African American coach. I mean there'sa lot of verbals in there that I think...

...they wanted to include, and I thinkthey captured it all. I initially said I don't want to have anything to dowith it, because I didn't think I could be as entertaining as some of the othercultes and I thought the way you needed to be. I said I can't be that way, butthen you know there it's speaking with different people, they asked me hey, you should or you shouldn't I wouldn'tdo it. I was. If I were you, I had a friend of mine. We were at a tournament,he said you know what I think people need to see how you lead, how you youknow, leave your life out, how you wear your faith or your sleeve and I'm like.Okay and I literally walked outside of the gym, and I called my pastor rightthere and adds him and I'm thinking he's gonna say absolutely not. You knowwe just want to serve in the church and let's just be humble about what we do and he said, and I said you know whatshould I do it and he said yeah absolutely you need people need to seehow you live your life out and how you lead and how you, minister, those youngmen and I thought well, I bought. If I do something to get fired, I may saythe wrong thing where they film the wrong thing and I get fired because you know here I am I'm on theworld sees me, do something inappropriate. He says: Well, you knowwhat you don't live that way, so you'll be fine and by the way you know yourlife is predestined. God is predestine youth, the door shut in one theyalready still like college. You open up another door, and so I said well, Iguess I'll go ahead and do it, and so that's how I kind of came about- and Iagreed you know- I think they reached out to several- and I think there wasapprehension from everyone, and I think I was kind of the first to agree aswell. So that's kind of how it came about. I actually read an interview, arecent interview with the producer of of Netlik and so first of all, they didan unbelievable job. I'd encourage everybody. It's called last chanceuniversity basketball series, which is amazing, because I've watched all thelast chance university football series, Mim a former college football player-and I got to be I honest with you. I wasn't expecting to see what I saw. Youknow the theme of the last Chance University. Football was kind of hardcore, not belligerent, but coaches that were in a really really hard core andyour disposition of being a servant leader and which I'd love to. I want totalk more about that, but in the interview, so first of all everybody tthat's listening. You got to watch this, it's incredible coach. I think I toldyou when we spoke on the phone, my daughter who is in it. She called meand said Dad have you watched last chance, university, basketball and Isaid basketball. What about football? She said now dad they did basketballthis time and you're really really going to love. This coach you're reallyreally going to love this series, and so she was absolutely right. I thinkI'd been lasted in just a few days, but I thought they did such a great job ofcapturing you, the players, the stories...

...and in the interview that I read theproducer said that he figured out in the first five minutes of talking toyou that you and your program were the right program which is really reallycool. Well yeah, I mean I was flattered and honored at the point where I said:Okay Yeah. I think I want to do it then. All of a sudden I was like okay, let meif I'm gonna do it. Let me sell them that hey we'll try to do a good job,and so I was trying to sell them that day. We got some great stories herewith Joe and the Shan and really is fifteen stories. Think yes, all, butall these young men had some of the same issues and there's a battle ofleadership, and so many different variables at and dynamics that go intoit. You can't see it all, but and then it kind of came. You know almost midseason and started. So we talking about battles all the way from a couplemonths, even prior to them, when even they started filming, there's a lot inthere. It's really really cool and it's a great place for us to die in, as, asI asked you would you come on the podcast and and talk to us about theparallels of what you're doing and you know to the business community. But oneof the first things that I wanted to ask you about was like in your coachingstyle. What endeared me to the story was how you have this leadership style that has theability to meet these kids wherever they are, and I just wanted you to talkabout that a little bit. You know you have fifteen kids, they probably showedabout three stories but they're, fifteen kids and my dad used to say tome: Hey John Everybody's got a story, and I know there's fifteen storiesthere at least so how do you as a leader? How do you differentiate theway that you lead and figure out a way to meet these kids wherever they are?That was very impressed with that. How do you do that? Yeah? You know whatJohn I'm forty seven yeah and our ages. You know I'm I'm the most, I'm allmature. Now, I'm not one thousand nine hundred and twenty I'm I'm mature andguess what next year I'm going to be even more mature and I I'm gonna havegrown and when I'm fifty I'm gonna be more seasoned, and sometimes we forget that every year an we as you related to business, ifyou bring it in a new, you know a new partner or somebody to work with everyyear. There's someone knew or or there's an intern in someone they'renew they're seventeen years old, they're, eighteen nineteen when I bringthem in and so as I grow older, it's still the same eighteen year old. Youknow saying because I'll get to forty eight yearsold and I'm not bringing in to forty seven year old. You know one yearbehind me. WHO's mature and all I have to do is teach em we're dealing withthe same, and I remember when I was in my twenties coach and all man I was sofired up. I understood I got it and I just see me you have to see yourselfand remember where you were at when you came in. You have to remember where youat when you had this certain issue. I...

...have to remember where I was at whenthe officials made bad calls, and I was in that same head space. Of course, I'mforty seven, I'm telling the Kids Hey, don't act like that to an official buthey I mean I remember being in that same space, and I think sometimes weforget it. We mature so well, and we do so well and we get all these CNOknowledge men and we get all these accomplishments, and we forget that wewere that same seventeen year old kid or that same entry level position. Weforget what that entry level feels like where everything was new to you. Youforget about that. We forget the anxiety that we had as that in thatentry level position, how we forget that we forget that leader or we havethree different leaders that are leading US three different Susupervisors in t e in these categories. One leads different and we kind ofclung to this one supervisor. Why? Because they had a little morecompassion and we wonder why we don't get aresponse from this one or that. Well, how can you get them to get you tofollow through war? Why do they call you because you're more approachable-and so we forget that you know, as we mature and you know faculty- ask wellmostly you're doing a great job with those guys with basketball. How comeall the students want your class? How come they all sign up for your class?And I said I don't remember when I was seventeen. I remember when I madeexcuses for not turning in papers and all that I remember that sometimes theysincerely wanted to get done, but they truly may be procrastinated, so ill. Ihave a bypass on the procrastination. I'll say you know what let's just getit done and they said man he really understands. He left me I'm not goingto let him down now because he understands me or because he gave megrace, I'm not gonna, let him down now and I think if we sometimes we forgetthat and we get so hard core because we got it all figured out and we get sohard core. But I see me I see I see myself when I was seventeen and when Ipoleit I complain- and I just got to remember that, and I got a kind ofpause and say: Okay, let me think of the hand face it there at HM. I thinkthat's such great advice, it's like so the first part of that is recognizing acknowledging and relatingto the situation, because we were those people once in our career. So greatleaders, I think, do a great job of that, but the older we get the moreenergy it takes to actually meet somebody where they'reat and at the same time not damage the culture of the team. So you know talk alittle bit about how like it takes energy like Joe's a great example, andI think Joe Story's awesome and the Shans. The big stories are great butyou're meeting those kids where they're at and kind of not putting the team onhold, because what I realized was the whole team is watching how you'redealing with those individuals. So at...

...first I'm like where the heck does thisguy get this energy to be able to deal with these hot spots as hot spots andnot just try to deal with it from a team culture perspective. Then Irealized when you're going Winne with these individuals the teams stillwatching, but the older. We get the energy thatit takes to meet people where they at and I'm thinking about. Also when aparent tells a child not that you're a parent to these to these folks, but inmany cases that I could tell they're like looking at you as a parent, whichwas just awesome. Sometimes the child looks at the parent it's like, becausethe parent is trying to coach or develop or mentor well back. In my daywhen I did what I was doing and it turns the kid off like that's not whatyou're talking about you, they know that you know the situation there inand I didn't see you once say hey. Let me tell you about it when it was in myday, you were totally invested in their story. So do you have any furthercomments on that like that? Takes Energy Dude Yeah? It's! It takes a lotbecause I see it all the time and I try to sit back because I say hey. I don'twant to be that guy, that's not cool anymore. You know I right, I'm the dadwith the wearing the dress shoes with the socks all the way up. I don't wantto be that guy, so I try to stay relevant. I won't compromise myintegrity to be that, but I want to make sure that I'll stay relevant and Ithink it's important Tis they relevant to to where their hand, space is andwhat they're thinking it doesn't have to change, how you feel or what youbelieve but know where they're at so that I can, you know, even be more justrelate to them a little bit more. I mean I still listen to a little bit ofmusic and like as I listen to the music, but at the but then you're going tolisten. If I listen to yours, you're gonna listen to moth, but that gives mea chance to see where they had space is and to see what that culture is likethis new culture that this new team culture kind of that I have to kind oftransition into believing what we're trying to do. Okay, what? What is thisNew Era? Think about what what we're supposed to do on? What we're trying todo? I have to let them meet them kind of half way and say you know what I getit kind of like in basketball. I get it those guys want to dribble more, theywant to be more Kairi, Irvin or James, harden or step curry make all thethrees. So how can I kind of bring that and kind of meet it at the same timeand bring some of my culture would allow them the freedom to do some oftheir culture as well. We got to be real, conness F that and real reallykind of you have to allow it. You got to give them the freedom, but you alsohave your discipline, but then say: okay, you drop in, and you allow themto have that freedom within these four. You know this box of this parea. They Igot this box at the bramber. Okay, you want to shoot the three porters likestep, curry, perfect. You can do that as long as you do it in here and youknow what's interesting, is you got to...

...sell them on like yeah? You can do that,go ahead and do it, but it's within these walls and then it actually meetshalfway, because within those walls they can't actually put that manythrees up. That step. Curry gets off, but you can still you shake them andyou give them the dream to go ahead and do what you want, but it's within thesewalls and it actually kind of meets half way. I love that in this, in thisspirit of culture, in the way that you build the culture, we have thisprinciple that we call the skill will model in our business and we share itwith businesses and basically, it's a great assessment to find out where anindividual is at any given point of time and it's a relationship betweenskill and will and one of the most difficult people to manage in business issomebody with high skill and low will and will is defined as motivation,behavior attitude and again, I think, for our listeners that hear US talk alot about the skill will model we're very, very specific. On you've got toconfront the you've got to confront the behavior. You have to make sure thatthat behavior, it knows that you know you got to do with dignity and respectyou have to let the person know that that behavior has to stop and for ourlisteners I just as they go through and watch you do what you do. I want themto think about the level twos. We call them level twos. These are high skill,very high skill, but low will low motivation, low behavior and what youintroduce for me for my thinking from a business perspective is by the way. Ifyou look at the grass, the only place that that person can come from is ahigh skill. High will meaning they had to have been what wecall a love for, and then something happened like so for our listeners whenthey watch your show when they watch that show your ability to invest inpeople's stories like when we can talk about it and say, you've got to be ableto find out the story and man. You are a classic example of managing level Tosand getting them back to level force because, most of the time level tos.They just got wronged somewhere and it's not even very rarely has anythingto do with the leader get something in the past and the leader most leaderslook at that and go Aha. I didn't even do anything anyway so like what am Isupposed to do about it, but your capacity to get into their story andhelp them connect to their story for the betterment of themselves and forthe betterment of the team, I think was just outstanding. I mean it was it waskiller, dude really good. I think you have to in order to get anybody torespond. I think you have to care about them. First, they're not gonna respond becausethere's damage, there's abandonment, there's so many things that provincethem. They really want what you want.

They want to attain that. So you say:Hey! We want them to meet these numbers, you want them to. I mean who's notgoing to come and want to make more money or build numbers or grow or whodoesn't want that they all, but there's a block. There's there's a block andthere's a there's: a wall blocking them from pursuing or moving because they'retheir damage from some abandonment, they're damaged from some level ofdisappointment or leadership, disappointment or something in the past,and for me it stems from these young men what what abuse did they go throughwhen they were younger? We talked about Joe Hampton and if you watch the showyou'll see he goes from this great star in high school and then he goes to theone of the top high schools in the country, and then he signs at a highmajor program and then all of a sudden it all falls apart right and then hebuilds his way back and now he's with me and they're saying. Why is this kidacting like that? Well, if you go back and look at his story- and you see- andyou understand the story and for me when people told me about him, theysaid you don't want to mess with that kid he's you don't want to deal withhim. He's got all his talent he's phenomenal, he's a four star and wecategorize them as one two three four five star five star meeting you'regoing to be like La Bron James, so he's like a four star, which means he hasthe shot to make it he's a for in a house star. But what happens when youlook at it? Everybody sees them, as is for to have started high school. Heblows out one knee. He blows out a second meat he's at Penn State. Hedoesn't know how to respond to that. Why nobody ever taught him how torespond lie because all they did was celebrating. They didn't teach him howto go through adversity. So now you look at in the pits he never learnedhow to get through adversity. He never outlearned how to fight, and so nowthis great person with all his skill with all this talent. First Timemeeting failure. First Time meeting disappointment. First Time meetingabandoned me and he doesn't know how to respond. He was never told how torespond. Why? Because, when he was younger, he was nevertaught. He neverhad a father figure at home. He never had all these things in place. He neverhad the proper foundation, and so now he doesn't have themotivation to make it come back. He doesn't have all these things, and so Ican see that and I saw he has the diamond out. We saw it as you talkabout those skills, you see the diamonds inside, but we got to justpill those layers back to find out why we can't get that guy in the out ofthere why we can't chip away and figure out what's there and it's noteverybody's calling. You know there's some guys that are like you know whatI'm not dealing with that. I don't have time to deal with that and that's fine.If that's not your call and that's not who you are, but if you say you reallywant to help and really want to pull the diamond out of that. Whatever levelyou talking about, you know I'm talking about the four and a half star. Ireally don't have to deal with Joe Hampton, but I wanted to deal with you.I wanted to deal with them for him. You know we sometimes just want ourperformance to work and say: okay, it's just all about me and what I need, ifhe's not going to work out for fine.

Well, that's for me. I just have thecompassion in the end, the end e- and that's just that's just me, because Iwant to see him successful and then when, when I care about him- and hesees that I care about him and I care about his success, not just about ourteam success, but I care about his success as a person then he's lockedinto our missun because he sees I m. I care about him. I care about. He sawthat before he even set foot and got one rebound for me or help me in anyway. I hope Tim. I helped him get out of jail. Okay, so before he helped me,I helped him and then there is. He saw that I cared about him so now. For me,it was easier for me to sell him and say: Look Man, I care about you inorder for you to have success which she wants to have success. Anybody elsecomes to them. They say we want you to have success. Do this any Palsan saysno, I'm not doing that right. I tell him. I want you to have success. Dothis, he knows that I care and he knows he's afraid of abandonment. Again he'safraid that he'll be disappointed again, so he puts on the front and say no, I'mnot going to do it, but with me he trusts me and I built equity in him,and he knows that I coach, I'm an do it because I trust you because you'vealready invested in me- and you did not give me- I did not give you anythingand you've already invested in me. So I think that's what I try to do as I tryto build the equity up before and a young man will come to our campus rightaway and they say coach Mosley. I want to come to school. There guess whatthey have. No reason to trust me other than what we've done in the past, sowhat I do is I show them that they can trust me by. Let's sign you up, let'sget you in those classes. Let you get you started properly. Let's make sureyou get all of the needs that everything that you need so that you'remost comfortable and now guess what I built up: Equity in that relationshipand so now that that equity is built up then. Now, when I ask them for a properresponse, I'm going to look and say you're not going to respond, or is yourcharacter that low that you can't? I don't deserve a response after I'vekind of put in place, the trust where you can see how I really care about youand it's hard for anybody in the world. The worst person in the world afteryou've invested in them without getting anything from a it's hard for them tonot perform for you, and I found out to be successful. Almost ninety nine point:Nine percent guarantee, if you invest in that person, first they're going togive and then once they give this okay. Now I'm going to pour more into you,I'm going to invest more into you and then guess what they're going to giveback. But what happens is we're going to say, hey look at what we have. Youneed to come here and get what we have do. What we say do most people aren'tbuilt that way. There are a lot of high...

...achievers that are built that way andthat's the people we want to work with right. We want to sit back and wait foreverybody to come to us say: Look at this great organization. Look at whatwe have con be a part of this come sit here and do there's not me peoplewilling to say. Let me go down to the gutter in the trenches and get some ofthose diamonds, and this wipe em all and let's build them up and I'll. Tellyou this I'll find this to be true. If a lot of those diamonds are in a gutterworth more than a lot of the diamonds that are already that are that arepursuing and coming to us, because they've got already figured it out andthose are the little smaller diamonds. That's what I feel it's the ones thatare in the gutter that use you. The once I'll. Tell you this the ones thathelp me when the most are the ones that are in south central or in the gutterin not because they have a sense of they have a sense of toughness. Theyhave a sense of they get a chance to to kind of mature to it's like the diamond.It's the diamond example you're, given the most valuable diamonds are the onesthat spend the most time under pressure under pressure yeah an so they've, beenon the pressure so much, and if I could just peel away the response and thepouty or the lack of motivation. If I can peel that away those dudes they winfor me, they will what you know that they can trust you. Those are the onesthat, like coach, we ain't losing. No Games coach guarantee that's on my lifecoach. We not losing once they know they can trust you, but before thatthey're going to pal complain, they gonna Look at you side I and they'renot going to trust you, and so they had nobody that they can ever trust, butonce they trust you, the they'll give their life for you almost cat, somemoney nuggets in her coach. I want to just par phrase, or just recap: some ofthe big things that you're saying here you give you get and so from a servant.Leadership Perspective you're. Coming to that situation, saying I know I gota gift, so I can earn the get and then once I get the get that I've earnedit's mine for life with these guys, it's mine for life, and I think whathappens to leaders so many times then in our world and the business communityis they feel, like they've, reached a certain place. Okay, now I'm the leader,you come to me, I'm building a program and if you want to be a part of myprogram, then okay, that's great. If you have the, if you have a rocket shipsoftware company or would have you and you, but if you're trying to recruitthose people that you had, they have tons of potential to get them from,like you know, level two to a level four or what have you it takes effortand the strategy has to be. You talked about it already meeting them whereverthey are, you give you get and authentic servant leadership so andthat, by the way, if you're listening to this, when you watch this seriesmake some notes for yourself on, you...

...know: How can you reach people whereverthey're at and your team, when you're looking at your team? How can you reachpeople wherever they're at? Have you earned your teams, trust based on whatand do you know the story? So when you're upset with somebody whensomebody's driving you nuts at somebody slid from a level four to a level, twothere's always a story there. Do you have the skill set as a leader to go,invest and the energy to go, invest in that story, so that was an awesomerecap brother. That was so good for our for our people. Let's talk a little bitmore about the culture. If you don't mind this concept that comes up isnobody fails like I know people are going to like you, you say to them,while they're running sprints and everything it's like nobody fails.Nobody fails on my watch and when I first watch that I'm like man, coach Mowas taking all that accountability and all that responsibility on to himself.But yet that's not what you did at all. You change that into the only way youcan fail is if you walk out of the door on yourself, and could you talk alittle bit about that like where you kind of where you kind of came to thatlike nobody, I think you call it like nobody fails. Is that what it's calledYeah Yeah? Nobody is going to fell on my watchbecause I'm going to do everything possible and failure. You know I'm nottalking about you fail from making it to the BA I'm talking about failing toto change the response so that you can be successful, you're going to have allthe tools to go out in the world and be successful under my watch unless youwalk out the door. So when the guys come in, they want a college scholarship. Sothey come into a two year program. So they can get a four year scholarship.They can move on and go play ball at a university. I'm going to give you thetools that doesn't mean you're going to be at UC La North Carolina. You Dukeyou're gonna get one of these grants o but you're going to have the tools thatwherever you leave and you go to you're going to be able to have success inthat in that space. Unless you walk out the door, you won't get all of that.Now it's going to be painful and it's going to hurt because I'm going tochallenge you and I'm gonna- put you under that that pressure and under thatfire and I'm gonna hold you accountable, but you're not going to leave here notprepared to have success. So I because leaders, what I put on myself, theresponsibility I put on myself is that is I'm going to have these guys themost prepared, as I possibly can, and that's what I mean by the fair it o me.Will Coach move didn't get him a college scholarship? Well, maybe theythey weren't. Maybe they weren't good enough on college scholarship. What I'mtalking about is: Are they prepared to to take on that that next phase in lifeand and that's properly, responding to all the adversity that they're goingtoproperly handling showing up on time...

...all the details, all the structure thatwe have in place? Do you ad here to that so that you can perform at thenext space heck? You might leave East La College and decide. I want to entrylove on sales position. I want to do this so that well you're going to beprepared because you don't know how to wake up you're Goin, to know how todeal with that versin. You gonna have learn how to time manage you're, goingto learn how to take criticism, you're going to learn how to take criticismwhen you don't deserve it. Take criticism when you do deserve it.You'RE gonna learn her to take it, and so I try to put them under all thatpressure on. I know sometimes I criticize and they don't deserve it,but I want to see if they can handle that that criticism and it's not it's,not criticism, it's not abuse, but it may be criticism that they don'tdeserve that somebody else deserve, but I want to see if we can handle thatbecause that's what happens in life, we're talking about lifestyle, we'retalking about business and career skills. All these different things aregoing to happen and I try to take them through adverse situations that you'renot going to fail and it's my responsibility to make sure that you'reprepared not to fail when you leave here. That's the responsibility I'lltake on and some of us don't want they kind of play. Well, that's on him. Youknow well, and I think if we want to have the most successful businessesprograms anything we got to take that responsibility on his leaders. It'slike I take that pressure. I take that responsibility like. If one fails, weall feel and that's that's my responsibility as a leader and thenwhen I see him fail. I take that burden home with me when we lost in the andnot lost, but when we when Covin it and everybody asked methe same question, what were you feeling like in the locker room andwhat I felt like in a locker room as I let everybody down, because I said: If,if you do everything you're supposed to do, you're all going to have success,we're going to get, and I felt like I let them down. Even though Ovid wasthis situation- and I know I'm telling this given the story away for you know,I'm a spoiling it for those who you haven't done it, yet you haven't doneit yet. Ultimately, I felt like I let him downand I always have to take that burden on me so that I'm doing the most that Ican do, and it's almost like I've been fortunate that the only way that itdoesn't happen is if somebody walks out the door. You walk out it because I amgoing to come with the highest level of energy every day. I'm going to careabout you every day, and you know what as leaders they say. Well, wow he'sgreat. You know what I don't wake up that way every morning, but I have tofind a way to find that energy to not let my team down, I have to have agreat day every day I have to bring the enthusiasm I have to bring the energy.I have to be the one that set the tone every single day, and so when they seethat example that I'm not going to let them down I'm not going to give up I'mcoming with energy every single day, then they have no choice but to comewith that energy. Okay, you're not coming with that energy you're, lettingyourself down, I'm not gonna. Let you...

...down you're, not gonna, fail on mywatch. You're, not gonna, not go hard, because coach mostly I's, not goinghard yeah. The reason why you're not going hard is because of something thatshoot now we can address you, but you're not going to have the excusethat well, we didn't become stronger. We weren't in good shape. We didn'thave the right place. It's not going to be because of me. I'm going to makesure that I do everything that I can do. Then I really in it's brilliant,because the accountability lands right back where you want it to be right onthe player themselves, an you're bringing your best self every day, sothe excuse departments closed about what you're doing and what you're notdoing, and therefore the accountability. It's like it's like bounces right backto them. That's brilliant yeah and I take the accountability. Well, I didn'tplay this player. I didn't run this play or that play you can blame me ifwe lose a game because of that, but you're not going to blame me for notbeing prepared physically mentally effort and responsible you're going tobe able to respond to all the situations, and so you won't be able toto blame me for that and you're going to be prepared when you walk to thedoor of any university or college in your next step. Such a greatconversation between John and coach, most, like that's part, one of theconversation part two is coming up next week, there's just a lot of takeaways.I think from their conversation that we can use as we lead and manage our ownteams a lot of parallels from how he leads a basketball team to how youwould lead a sales team and coaches sales team to success. If you've seenthe season of last chance you, you know that coach, mostly program is bearbones. His assistants aren't even on salary, and a lot of these kids arereally doing their best to make ends meet, so they can do what they need todo to get to the next level to get more stability. You've seen it in thedocumentary a lot of their stories. I remember the one episode where theirbasketballs goals were too high because they didn't have the money to lowerthem, so we have made it easy. If you want to support coach Mosley's programat e lack, we've got a link in the show notes, if you feel compelled to do so.I know that there would love your support. Thank you for listening, besure to turn into next week's episode for part to thanks for listening to theaudible, ready, podcast at force management. We're focused ontransforming sales organizations into elite teams are proven methodologies.Deliver programs that build company alignment and fuel repeatable revenuegrow. Give your teams the ability to execute the gross strategy at the pointof sale. Our strength is our experience. The proof is in our results. Let's getstarted visit us at force. Management Com. You've been listening to theaudible, ready podcast to not miss an episode subscribe to the show in yourfavorite podcast player until next time.

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