021 – Julian Sado : Breaking Down NLP

 

According to research, we approximately have 60,000 thoughts per day and 90% of these are repetitive. If we repeat the same thoughts, then we’re repeating the same behaviors and emotions, which is why a lot of people don’t change. On today’s podcast, Brian Covey talks to author, executive coach, and the Founder of Pivot 2 Change, Julian Sado. Julian is an author, NLP practitioner, and executive coach who has worked with some of the top C-Suite influencers and leaders of today. A key contributor within several industries focusing on leadership imperatives, employee engagement, retention, consumer sales, and service perceptions, he has combined his wealth of experience in human potential in everything he does. He’s also applying his studies and research in behavioral coaching, emotional intelligence, Neuro-linguistic Programming (NLP), neuroscience, and a host of communication techniques when tapping into an individual’s mindset to drive the development of world-class business synergy.

In this episode, you’ll learn:

• Why you need to STOP learning.
• What it actually takes to take yourself to the next level.
• How management styles have drastically shifted with the pandemic.
• What is NLP and why does it matter?

Connect with Julian:

• Website: www.pivot2change.com
• Facebook: https://www.facebook.com/pivot2change/
• LinkedIn: www.linkedin.com/in/juliansado
• Amazon: https://www.amazon.com/Julian

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Listen to the podcast here:

Julian Sado : Breaking Down NLP

This one is special. We have an amazing guest with Julian Sado. We also are on all three platforms of Facebook, LinkedIn, which is new for us, and YouTube as well. Julian and I connected a while ago on LinkedIn. We’ve got mutual friends, which I’m sure all of us know how this works where you’ve got people that you connect with and then you realize, you connect up with others. I’m going to share a quote but I was looking at Julian’s background and some of the neuroscience like psychology, NLP and how he’s coaching people to live their best lives and work through some of the adversity and 2020 has been a year. I’ve talked about perseverance and being able to adapt. I don’t think any skills could have been more applicable to the year 2020 than learning how to adapt and having some perseverance. Julian, welcome to the show. I’m glad we finally got to connect.

Thank you, Brian. I’m glad to be connected with you.

I’m going to share this quote that we pulled up, which was awesome. It says, “Thoughts are like T-shirts, you have too many and you normally wear the same ones over and over again.” I thought we’d start with that. I have an interpretation but what were you thinking when you wrote that.

I was cleaning out my drawer and I saw all these t-shirts that I’ve never worn. I work out every morning, I’d do my jobs and stuff, and I keep wearing the same ones over and over. I’m like, “Why do I have all these t-shirts?” Being an NLP practitioner, it was obvious that we have over 60,000 thoughts a day and about 90% of the thoughts are repeated every day and it hit me. I was using the same ones. The ones I’ve got from my mother when she travels here in Cancun. I’ve never worn shirts, so why do I keep them? It was one of those things that came to mind so I posted it.

I’d love to share a little bit more. We repeat our thoughts every day and I’ve been studying for the last few years. I’m very intentional. One of the things I figured we would cover is for most people, they repeat those same thoughts, which means they repeat the same behavior in their days. They start to look the same. I started studying about our subconscious and some of the power there of what we could do if we wanted to make a change in our life whether it was health, spiritual or anywhere in our life we want to improve. Is 90% of those thoughts keep cycling?

If you put it in perspective, thoughts transcend with feelings. Your emotions that you have every day are usually repetitive and those emotions drive thought to those emotions like, “Why do I feel this?” You normally use the same wording that represents that feeling. I can look sad but I might feel angry or vice versa. I might say, “I’m not angry. I’m a little disappointed.” I’ve used the word disappointed many times to express a feeling. We use the same expressions to say how we feel and that comes repetitively.

We keep repeating those same emotions over and over, which is why a lot of people don’t change. We can read the books but we don’t apply the feeling behind what that book is saying. We might have it in our head but we don’t apply it to how it affects our emotions. That’s the key to the subconscious and learning how to address that. That’s what I love to teach. That’s what I love to focus on in anything I’m doing. I’m looking at the behaviors behind it like what’s the trigger, if you will.

When you think a thought, you’re going to have any emotions and that’s going to change the way you feel. That feeling is going to dictate the way that you come across. That’s going to create the same behaviors and also the same responses people give you. That’s why things don’t change. Our industry is having a certain feeling towards our successes and our stresses with COVID. That’s what we’re going to talk about.

Why I’m a little unique to Brian’s show and what I do differently is that I live twenty years in mortgage, but prior to that, I was heavily involved in the entertainment industry. A lot of you know that I grew up in the entertainment industry. My backdrop is from being a talent agent growing up with Lenny Kravitz and working with Jennifer Lopez before she was J-Lo. I was heavily involved in that world. There was a lot of things I saw and experienced as a young kid that you shouldn’t see as a kid. It was one of those things that infused in my subconscious. I’m successful but I got out of it and then got into kickboxing. In kickboxing coaching, I end up working with celebrities and seeing things that were going against the grain a little bit.

Here’s the thing that I wanted to talk about is that I got heavily involved in consulting after meeting Jim Rohn. He focused on getting me to think about what Brian was talking about, understanding my subconscious. He saw me and says, “Are you okay?” I go, “I’m fine.” He goes, “No, you’re not fine.” I don’t think he ever would have cared if he didn’t know people that I knew like my stepfather, my uncle, and the people that were in successful in insurance sales. He took an interest in me because of that. I met other people in Sedona who were multimillionaires who were calm, peaceful and did not seem to have care in the world.

They studied to your point, Brian, subconscious metaphysics and the whole concept of brain science before it is even popular here. Became the motivational movement of the ‘80s, they were studying things that I’ve never heard about. They directed me to study those things and I’ve been studying this stuff ever since. It’s changed my life. Even though I might have worked with different companies and coach different people, I’m always looking at things that aren’t seen and then focusing on people to address the things that they’ve never addressed before. That’s what’s baffling in front of me.

Let’s talk about that a little bit where 2020 has been different. You coach a lot of not only sales professionals, but also some folks in real estate mortgage and it overlaps through. What do you think has been one of the hardest things for people to adapt to? One of the challenges that they’ve been facing that you hear about when they come to you because I look at it and go, “Record years, record numbers.” Most people throw in real estate or mortgages are earning more than they have in the past. They might not change their habits necessarily, but it’s been a great year unlike other years that it’s been a feast or famine. What are you hearing from them on the challenges they’re trying to face and overcome?

First, I was consulting before COVID and I was doing extremely well. To be honest with you, I was working with some mortgage companies, but a lot of companies outside of mortgage were starting to address everything I talk about especially doctors because doctors were realizing that their bedside manner was affecting the well-being of their patients. I was heavily focused on the cognition of emotions and communication. Now, I work with Kevin Peranio of PRMG. Kevin has been great to me. I’ve met him through his teaching seminars and coaching.

He saw that I was hit with my business. I came on board and worked with PRMG because he was one of those guys that thought about the fact that we can’t hire people that have our experience but hire people that are passionate and know how to deal with opposition and debt. To your question, what do I see going on? We’re reactive and this is the challenge we’ve always faced. The mortgage industry is completely reactive to the market. We will respond but we respond because we have to. Since we’re having to respond, there is a certain edge to that response whether it be I’m going to blow up or talk rude to my processor, my LOA or I’m going to be quick and go, “I need this.”

People have to start applying the things they know until it becomes a habit. Click To Tweet

We’re reacting. We’re not stepping back and thinking about how the emotions that are not being talked about are always in front of us and people are afraid including the richest person in the mortgage industry has been impacted because we’re all stuck in our four walls. It goes back to Steve Jobs quote, “You can have a beautiful watch. It’s going to tell the same time as a $10 watch.” We’re seeing the reality check that life is fragile and short and what’s important is my ability to feel like I have some control. That’s what I see.

This is why we started the show. I’ve been learning and sharing in understanding your values and your beliefs. At least for us and a lot of people in my circle, it doesn’t matter. To your point, how much money you have or don’t have if you don’t have solid relationships in your health and you have a foundation. You understand who you are, what you believe and those things. I’ve seen people that have worked 80 to 100 hours a week and it’s almost that badge of honor that it used to be. If we’ll look back on 2020 and one of the things I’m going to take away is the time with my family.

My two oldest just went back to school in-person and I’m like, “This is crazy.” They were here, now they’re gone. I don’t know how to feel. Honestly, there was some mixed emotions of I liked them being here because I could pop in downstairs. To me, I wrestle with it. What are the lessons you would hope people would take away? 2021 is going to be here before we know it. It’s going to accelerate. You’re coaching people and you’re like, “This is where we need to land the plane a little bit,” in the sense that we need to learn something from 2020. What are the lessons we should take?

This is going to sound strange but stop learning. I love doing these but here’s the challenge. Everyone is speaking about the same thing. Everyone is trying to give us a lesson which is great but step back and say, “Am I applying all these things that I already know?” It’s almost like people ask how they lose weight. It’s simple. We know how to lose weight. You don’t need to keep looking at a book. Start applying what it takes to change your life. It goes back to what you said. You know what’s important so don’t fall prey to the sales pitches and think there’s something else out there.

You already have the answer. It’s already in you. You have to embrace that and stop second-guessing it. That’s what a lot of people are doing and I did it. I was infamous for this. After meeting Jim Rohn and digging deep, I became an avid learner but not a doer. I kept absorbing all this information and never looking at how it applied in my own life. I became good at knowing it. People have to start applying the things they know, blocking their personal time and enforcing themselves until it becomes a habit to be the person you say you want to be.

Stop using your past as your identity and start helping others get past their past. That changes your identity because it gives you a new future and reality because your past becomes history. The most recent past becomes your new identity. That’s why I love doing these. I have a call with my clients I used to coach and we all talk. I keep giving that. I’m not charging them but we talk because it’s infusing the thought of changing behaviors and you have to do that. That’s what I would say is we should start doing.

There was this quote and it was something about, “We’re drowning in information and we’re starving for wisdom.” One of the coaches I work with shares that all the time. If you’re thinking about 2020, there is no limited amount of information. You can go in Google or YouTube, look wherever you want to look, and there are always gurus to tell you but until you go and apply it, it’s a whole other thing. I shared some as we were talking about this entitlement and there’s an easy way to success type of movement that I can see.

I don’t personally believe that. That’s a tough thing to go into because then, I find when you move that direction, you lose your sense of gratitude. To your point, you lose the sense of, “I need to work for an outcome. It should be given to me. I showed up. I should just make the sale. I’m here.” That’s the way it should be. There’s another one that I love and I’ll share it with you. It should be easy this year in 2020 because we have all this technology and all these things. It should always work.

Here’s what’s crazy what you said. I have another quote. I say, “If we were a seed living in the soil to become a tree, it would take us three years to get to the sun,” because we would keep looking for the easiest path to growth. That’s our human nature is we look for easy. There’s not something wrong with you because you look for easy. It’s recognizing that it’s natural to want to look for easy. That’s why there’s 99% of the population living in the same reality because we’re living in the easy. You can be that 1% by saying, “I know that’s human nature but I’m going to go against the nature of my humanist and be exceptional.”

Toni Morrison, the first African-American woman who won the Nobel Peace Prize, she said to those college students graduating, “Nothing of value is ever easy, just know that.” No matter what you do, there’s work to it. To your point, there’s a lot in Google but it’s people who give information and there’s nothing wrong with that. When they use the green screen to show their boat, I have a problem with that. When they say, “I’m living a millionaire’s life because I did these 1, 2, 3 steps.” There are five basis points in our point. There are 100 different steps in that one step. We have to put that in reality.

You mentioned that 1%, I grew up as an athlete and all that stuff. I remember our coaches would ingrain to us, he’s like, “You got to do now what others won’t do so tomorrow, you can do what others can’t do. You put in work.” How do people move towards that 1%? It’s an elite group. You could have ten people reading right now and maybe one gets it. Maybe 101 get it if we use the real math. How do people move towards that 1% and take action? We’ve said that a few times like, “If you don’t take action, it’s not going to work. We need to put hard work in.” What are some of the things as you’re coaching and working with clients that get them out of the paralysis by analysis? We look at it and we look at it again, but we don’t take action.

There are two answers to this. First of all, the fact that I want to get something is the problem. It’s not that I want to get anything. I was working for a company and I was traveling the country teaching, I was heavily involved in teaching emotional intelligence. If you’re going to go learn emotional intelligence so you can get more sales, you’ve lost the value of what that means. It’s understanding that I’m not trying to get anything, I’m trying to experience myself differently. I hate to say this but it’s more of a religious experience. I did use the word religious because being an NLP, I challenged myself saying that, but it is a human experience of learning because you can and then adapting to that.

There’s a difference. When we’re trying to get for ourselves, we’ve shooting ourselves on the foot. Vanessa Van Edwards did a great TED Talk about the cognition of thoughts. She did a study where she took people’s sweat pads from a person jumping out of an airplane for the first time and put sweat pads under the arms of someone running on a treadmill. She put the sweat pads with different people’s snowball sweat pads and the one smelling the sweat pads from the person jumping out of the airplane, their fear responses and their brains lit up, not knowing that they were smelling someone’s sweat. That came from fear versus someone who came from running on a treadmill.

 

It tells you that we are cognitive. We pick up energy from people. We pick up things. Whenever you’re trying to do something, the heart and motive behind what you’re doing is what’s going to put you to the next level. We’ve done it to ourselves. As you said, we’ve shot ourselves in the foot because we keep saying, “If you do this, you can have this.” It’s not about having, it’s about experiencing. You can be the most broke person in the world and have a better experience than a millionaire because you’re focusing on the experience. That’s what I would say is the biggest thing to take away. Stop trying to get for yourself and experience and give. That’s the one reason I do the call. I do every Tuesday. I love giving because my reward, no matter what I’m going through, no matter what drama my family might be having, it is that dopamine I get from giving that, that makes all the other things less. That’s what we need to think about

I’m glad that came out because I’ve found it in my own journey, when I am after selfish motives like, “What can I get out of doing this?” versus I’m enjoying the process, “What are the gifts or things that I can give back to others and contribute to the world?” One of the drivers for doing these is what can we do to bring on great guests like yourself to share insights to help people? There’s nothing purer than doing that to help other people.

I always say the most selfish thing you can do is help other people. It’s the most rewarding because it has no value to you monetarily, financially or even physically. I can’t tell you the gift of that even from leading a team. If you’re managing a team and you know your employee and here’s a good example. I talked to someone and their employees are newly married guy. You can tell that he’s having some challenges of navigating this new experience. He comes to work and he’s a little abrupt to his clients. Instead of saying, “You need to be kind to your clients.” It’s like, “What’s going on? Do you want to talk about your new experience as a father or as a husband? Let’s talk about that.”

It’s human nature to look for the easy; 99% of the population are living in the same reality because we're living in the easy. Click To Tweet

Giving that person that doorway to have a conversation drops that cortisol by 22%. The emotional side of the brain that can’t rationalize, that alone is a better way to manage this employee and then let them go back and deal with the customer versus saying, “You need to stop talking to your customer that way. Go out there and do your job.” That’s the concept. Giving that back because I’m not going to get anything talking about his spouse, him and what he’s going through. In some ways I am but I’m giving him something in return.

They are connected. Too many times, we compartmentalize like, “I’m going to put my work, my personal life, my marriage, being a dad or my spiritual life in a box.” If anything, we’ve learned this year in 2020 is there are no boxes anymore. They’re all opened up and they’re all over each other. That is big. I’ve been in the mortgage industry for years and I can think back to when I started, there was a management style, I would call it. I used the word management intentionally.

You worked with Wells Fargo, right?

Yes. One of the best experiences from a personal development, but it also bled over some of the old ‘80s and ‘90s-type management styles that still were prevalent in business where people separate their personal life from business. People thought they managed people. It wasn’t until this revolution of leadership. What does it look like? You brought up a great one. For leaders out there, one of the most important things and I’d love your take on this is many times what people are going through isn’t necessarily the problem that we see right on the surface. There’s a customer service issue. It’s a great example there. We messed up. We missed a closing, something goes wrong, and we make a mistake. It’s going to happen but then it’s like, what’s happened in their personal life? We’ve talked about this. We’ve all had to go back and learn the psychology and connect with our team when we’re not able to connect in person.

That’s the biggest problem and I say ‘problem’ loosely, but that’s the biggest concern I have in our industry. A lot of the leaders have been living by the metrics. We have a lot of PTSD that is filtering into our business, and we have a new generation coming into our business as well that has never experienced the type of management you talked about that we used to experience in Wells Fargo and beyond. That conversation will shut down that new generation coming into our business because they’ve been told throughout the rest of their entire life that things should be easy. If you need to do something different, hit reset and you have a new game. There’s a whole new reality that’s out there. People aren’t listening to the celebrities anymore.

They’re listening to podcasts, YouTube, or influencers who have no value to working. It’s about finding some resources so you don’t have to work. Automatically, the enemy on that level and at the same time, you’re like a parent to them if you give criticism or instruction because the ego is always trying to protect ourselves from being damaged. That’s why I loved to help leaders understand learning psychology and the behavioral science behind communication. The words we use, how we approach things and the tone is going to be enormously different than the way we’ve done it before. As I told you in that example, that guy comes in and you do want to talk to him about how he treats the customers, the process, the LOA, or whatever it might be.

It might not be the time right now. You want to build trust. You want to grab that trust that he can open up to you or she can open up to you about something that might have nothing to do with business so in time, you can sit back and go, “How do you think that your family life might be coming across to your persona?” You want to ask that question but you don’t want to come in and manage. This was to your point. That’s what we want to start doing. That takes a lot of effort on our part because as leaders, we’re focused on our own metrics because we feel judged by those. We should be judged by bigger things now.

I love that piece. It takes back to some of John Maxwell’s quotes about influence and leadership. I was looking at one that he was talking about. I think the statistic is right that 90% of what we say is how we say it in our body, our inflection, and all that and then people hear the 10% of the word.

That’s true and even worse over the phone. Seven percent by phone, they hear the words. Emails, texts, all those things, people go by how they feel at that time. If you’re dealing with a processor, you’re telling them about this file, and they’re already stressed, they feel that you’re pushing them because they’re stressed. Even though we sent an email saying, “Can you give me an update?” If they are under the stress with 60 loans in their pipeline and now you want this, it comes across as a push. You could say, “I’ve tried to communicate with you.” In all due respect, you haven’t. What you’ve done is send messages in a way that they can’t receive at this point.

That takes a lot of effort. Are we prepared for that shift in our culture or in our industry? I don’t know. I always say, “I don’t mind. I love talking to you.” They’ll always say, “Be one person that I need to reach that will say, ‘I’m going to change my company right now.’” It takes a village to work together but it’s not easy. It takes time. That’s the hard part. It’s not going to happen overnight. You can’t say, “Start being nice. Start doing NLP.” You can’t do that. It takes a lot of work.

 

I was talking to Jay Doran. We were talking about the cultural shifts that we may not even see in 2020. You hit on something. For all the leaders out there and my mortgage friends, you’ll appreciate this one. In the middle of a crisis, too often in our industry, we went back and we were mining for who made a mistake so we can blame it on somebody. Tell me the timeline of all these things and what happened here and this, that, and the other versus focusing all our energy on let’s solve this problem, whatever it is, together. Don’t worry about casting blame, who gets the credit, or any of those things and let’s solve that.

To your point, let’s circle the wagon back around and go, “What could we have done better here? Where were the breakdowns? What did you see?” You talk about a shift and I will tell you some of the best solutions and ideas have come. It doesn’t mean we have a perfect team, perfect company, any of that stuff but I want the language of our team to be more solution-oriented and think about people that when problems arise, it’s not the old school. Who can we blame this one on? You call it processor right now in the middle and then you’re asking a question, “Where are we on this? What’s happened? Why did this happen?” They’re already like, “I’m doing the best I can do. Back off me. I’ve got 60 customers in process.”

What happens is you end up having a conversation about the reaction and not the question. That’s the challenge. We spend more time discussing the reactions of people because we approach it in the wrong way. I love using stories because history repeats itself like crazy. I love biographies and history like Andrew Carnegie with his manufacturing company. He tore down his building every five years. He wiped it clean. He did not move furniture around. You probably heard this story before but he gave the power to the employees, “What do you think would be the best way to do this? You organize what works. I want you guys to help me and sell me on it why this would work better?”

In process of doing that, he got buy-in from them and he showed humility to learn from them. Even though he was the owner, he knew he didn’t know all the little nitty-gritty of what was going on. What happens to your point, we go to meetings to protect ourselves so pointing the finger is always easier than to say we dropped the ball. That goes back to that humility and saying, “We’re going to drop the ball. We’re playing a game that has a ball that’s in the air half the time.” It’s going to fall sometimes. Don’t sit there and try to make excuses. It’s part of the game. We have to understand that.

We’re going to have to circle back to that on another conversation. I want to make sure we get back to some other things but I would encourage everybody to read the blog because if you’re a leader especially those that we contact, it only takes one person in a team to set that standard, permeate and provide that positive impact and influence. You lead that by example. Nobody else is going to rise up and that’s how cultures get better and evolve.

It takes a person to be committed to their belief system that it becomes the truth. It’s a commitment towards that truth and non-wavering, it changes everything. It takes one but we test it and we don’t get the responses. It goes back to human nature and being weak to that. We don’t get the approval or the accolade and then we say, “Let me fit in with everybody else because that way I’ll be accepted.” It takes that one person to be the anomaly. I’ve had many companies I’ve worked with where as a consultant, people will listen. As an employee, who are you?

We have to understand that title has no relevance on the idea or the value that this person can bring. We have to open ourselves up to listening and seeing things that are unseen. I hope somebody listens to that. I’m glad you’re open to that as well. I know you are doing a great job anyway. I see you all the time and a shout-out to you and Alex, you guys always responded and communicated to me even before we met. You are always been engaged, which is a great testament to you guys.

The ego is always trying to protect ourselves from being damaged. Click To Tweet

I appreciate it. Alex is my partner in crime and on a lot of stuff. We want to change the game. We see a brighter future in our industry. We think we can do a better job as an industry of how we’re portrayed, what we do and how we do it. We’re trying to break down some old walls and barriers that existed in our industry that we see the future different in this modern world. I’m glad it’s connecting people and that’s there all the time. This is the most fun I’ve had. It’s collaborating with other leaders at other companies. I love that because I have this abundance of mentality.

It’s okay and I will be speaking to you. You did great. They’re like, “Do it.” That’s the leadership we need. It’s not a fight. There’s enough room for everybody. There’s understanding. You represent me as much as I represent you because we’re in the same industry. If I say I had a bad experience at Taco Bell, I don’t go to any Taco Bells. Understanding that we represent the industry, not me individually. Keep that in mind.

We’re going to continue to change the game and change the world with it. I was talking to one of my friends and they’re buying a home and all that. It’s stressful. What can we do as an industry to help guide people and provide an experience that they’re like, “That was great.” I bought a new home even in this experience of COVID. We have an important job to do. I’m glad to see things shifting. We’ve mentioned a few times and this was one I wanted to get NLP. I know you’re involved in some of that. I’ve tried to study up and read up. For those that don’t know what it is, give them a little background on it and then some of the experience you’ve had around that.

NLP is Neuro-Linguistic Programming. Forty percent of your brain is neuro. I call it neuroanalogist. The neural cortex of your body. It’s the only thing that separates us from any other creatures. In fact, 40% of our brain is the neural cortex. We’re conscious of ourselves. We are knowing why we’re here. I can look in this room and pay attention to my environment. I can go left and right. Those are choices. Dolphin has 10% and a monkey has about 9%. I’m going to be able to swim with dolphins but you feel you’re looking at a human to some extent. That’s because they’re conscious of themselves but we have 40%. We’re the only creature on the planet that does that. Neuro is thinking about the consciousness of self. Linguistic is words.

If I told you I’m looking at a white Bronco right now, your subconscious is going to be thinking of maybe OJ Simpson. The words create a visual in your mind and your subconscious is rolling those pictures 40 billion bits per second. That is the linguistic part. Programming is we’re programmed to think a certain way based off the words we hear. A good example is my son. I tell a story in a seminar where I was teaching him boxing in the garage. He was seven or so, and I hit him in the nose with my boxing gloves.

He was about to cry. I was like, “Jordan, you took a hit from me. You’re seven and you’re still standing. I knew you were a superhero. You’re a mutant. You have these superhuman powers when you were born. I knew it.” By doing that, it changed the visual in his brain and the tears dried up. He was like, “Hit me again.” The neuro-linguistic programming is that, but if you think about everything we say to ourselves like, “This is killing me. I’m so sick of this. I’m tired of this job or this customer is driving me crazy.” Those create visuals and it creates chemicals in your body. Those chemicals create either cortisol, dopamine, oxytocin or serotonin. All those things have an intrinsic system that affects you physically.

This is why the American Medical Association says that over 80% of all illnesses start with stress. Learning how to talk to yourself is one of the most important things to do. Neuro-linguistic programming is not a new thing. We created a scientific term for it but it is a suture, which is from 5,000 years ago, learning how to put words together in a certain order. It creates certain wellness to your spirit into your body. That’s all it is. In modern day terms, we called it neuro-linguistic programming but they’ve hijacked a very ancient technique that has been around forever.

 

I wanted to share that with our guests because for those that are looking to learn a little bit more there, that’s been a big part of my journey over the last few years as I studied the subconscious, self-talk, and all those things. They start to come together. I’ll be a testimonial to the power of that because on the other side of it is you gave some great examples. We talk negatively to ourselves or we create these negative situations in our mind. When you talk about it, we repeat those over and over. That’s a cycle. This is how we can break cycles in our own life, rise up and be our best in the journey. We could talk for a long time. Julian, this is exceeded my expectations as I thought it would. I cannot thank you enough. People are going to want to know more about how they can connect with you or follow along in your journey. Where can they find you and in the best spots on social to connect?

LinkedIn is a great spot and you can find me as F. Julian Sado. They can reach out to me. Type in Julian Sado in Google and I’ll pop up in different places. I would love to connect with people. I appreciate your time and you being open to talking to me, because you didn’t know what to expect. I could have been talking about some interesting things, so thank you.

It takes a person to be so committed to their belief system that it becomes the truth. Click To Tweet

Thank you for all you’re doing. It’s a word of encouragement of you are making a difference. I love the messages you’re sharing. I hope everybody will follow along because not only you’re sharing messages of nothing to have some inspiration to hope to them, but actual practical knowledge that we unpack that is something, wherever you are in your journey, you can apply and take action. Think about where you’re going and who you’re becoming in this process.

We’re all being challenged and how we respond matters and a part of this whole show was around that. If you could do me a favor, go over to iTunes, like and subscribe, leave some comments there. I love the comments. I saw them coming over from LinkedIn. That was new. We’ll respond to those. If there’s any guests or anybody you want us to have on future shows, we will do that. We’ll start bringing back some guests that we’ve had as well like Julian. I’ve had people say, “Bring them back on, talk about this and talk about that.” We want to add value back to the community that we’re able to serve. Julian, thank you for investing time with us.

Thank you, Brian. I appreciate your time.

Until the next time. We’re reminding you, this is all about learning, growing and becoming our best selves. I would appreciate if you go over, like and subscribe, leave some comments there and we’ll continue to bring value. Have a great rest of your day. Share this with your friends.

Important Links:

• Facebook – Brian Covey
• LinkedIn – Brian Covey
• YouTube – Brian Covey
• PRMG
• Vanessa Van Edwards – TED Talk
• Jay Doran – previous episode
• www.Pivot2Change.com
• https://www.Facebook.com/pivot2change/
• www.LinkedIn.com/in/juliansado
• https://www.Amazon.com/Julian

About Julian Sado

A service-centric leader with expertise in multiple industries and sectors. Known for developing high performing sales, service, and training initiatives.

Diverse experience in Learning & Development, management, recruiting, and consulting. Insightful ability in partnering with team members and Executive Leadership to identify and capitalize on facilitating change to support the organizational operating objectives.