Sept. 22, 2025

Human Centered Achievement |Eric Lopkin - Ep 178

Human Centered Achievement |Eric Lopkin - Ep 178
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In this episode of The Make the Grade Experience Podcast, Dr. Steven Greene welcomes Eric Lopkin, President and CEO of the Modern Observer Group, to share his wisdom on leadership, adaptability, and creating systems for success.

With more than 35 years of experience across industries including journalism, advertising, finance, operations, and consulting, Eric brings a uniquely integrated perspective on how individuals and organizations can thrive in rapidly changing times.

Together, Dr. Greene and Eric dive into the principles behind the Modern Observer Group’s human-centered achievement system — an approach designed to put people first while still driving measurable business results.

Throughout the conversation, Eric reveals practical strategies that leaders and entrepreneurs can implement right away. He emphasizes the importance of clarity in communication, the need to build systems that drive consistent results, and how to turn disruption into opportunity.

Key takeaways include: s
top working in your business and start working on it;
success doesn’t come from avoiding change, but from learning to thrive within it; 
personal growth is inseparable from professional development.

Listeners will leave with concrete tips on how to balance vision with execution, adapt with resilience, and lead with intention. For those looking to go deeper, explore Eric Lopkin’s work at Modern Observer Group, and check out his podcast, The New Normal, where he continues the conversation on navigating today’s shifting business landscape.

You can also connect with Dr. Steven Green at makethegrade.net for coaching, resources, and tools to accelerate your personal and professional growth. Don’t forget to subscribe and leave a review on Apple Podcasts or your favorite platform — and share this episode with someone who needs a fresh perspective on success.







  • 00:00 – Introduction
    Dr. Steven Greene kicks off the episode with excitement, introducing his guest, Eric Lopkin.

  • 00:03 – Meet Eric Lopkin
    Eric is introduced as the President & CEO of the Modern Observer Group, with 35 years of diverse experience across journalism, advertising, finance, operations, and consulting.

  • 00:12 – The Human-Centered Achievement System
    Eric explains the foundation of the Modern Observer Group’s transformative coaching model and why putting people first drives results.

  • 00:18 – Clarity & Leadership
    A discussion on why clarity in communication and leadership is the bedrock of sustainable business success.

  • 00:25 – Thriving Through Disruption
    Eric shares insights on navigating change, highlighting the need to adapt rather than resist disruption.

  • 00:33 – Building Systems for Growth
    Practical tips on creating systems that free leaders from working in the business so they can work on the business.

  • 00:42 – Lessons from Eric’s Journey
    Reflections on Eric’s career path and the universal success principles he’s learned across industries.

  • 00:55 – Takeaways for Entrepreneurs & Leaders
    Actionable advice: embrace adaptability, prioritize clarity, and invest in people-first growth strategies.

  • 01:05 – Resources & Closing Thoughts
    Dr. Green and Eric wrap up with final thoughts, inviting listeners to explore more resources and continue the journey.
👉 Explore Eric’s work: Modern Observer Group
👉 Connect with Dr. Steven Green: makethegrade.net
👉 Subscribe & review: Apple Podcasts Would you like me to also create a blog post version of these show notes (about 600–800 words) so you can publish it on your website for SEO and cross-promotion?





















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WEBVTT

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All right, I gotta tell you I'm excited today. It

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is to make the Great Experience podcast. I am doctor

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Stephen Green. That's success doctor, your host. We got a

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guest today. Five straight podcasts with no guests. I'm back

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with the guests. And he's really not just any guest.

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Is an all star. We got an a lister today.

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I think you really enjoy what he's going to bring

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to the table.

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He's an author, the podcaster himself, all around good guy.

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Name is Eric Lopkin up from the great state of Connecticut.

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Anyhow, let me.

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Tell you a little bit about Eric. We're gonna jump

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right in again. This is to make the Great Experience podcast.

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We talk about your journey to success. Eric Hopkin is

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the president and CEO of the Modern Observer Group, a

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trailblazing coaching consulting firm he founded in two thousand and nine.

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Thirty five years of cross industry experience including journalism, advertising,

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public relations, finance, medical research, operations or brings uniquely integrated

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perspective to business personal development.

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Sounds good, doesn't it.

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Huh also is the first background laid the foundation for

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the firm's signature system. And this is what we're going

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to deep down, deep dive into the human centered achievement

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transformative approach that places people at the heart of success strategies.

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He's a best selling author, a respected business coach of

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podcast or, a dynamic speecher. He's got two books, thousands

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of podcast episodes that really true thousands Yeah, that.

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Incredible, incredible? What is another? One thousand and one?

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And the Modern Observer Group has empowered thousands of entrepreneurs, executives,

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and others to enhance their performance achieved lasting success without

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sacrificing well being. His commitment to impact extends beyond business.

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He's a dedicated community advocate who sits on boards of

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several nonprofits, including the Connecticut Humane Society Animal Welfare Initiative.

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Is Info Go Initiative, I'm well sure with that. It's

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connects with individual with chronicle metal conditions and so on.

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Short version, this guy's a player. As I said before,

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he is an a lister. Welcome Eric Lopkin to the

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Make the Grade podcast.

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How are you doing today?

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I'm doing fantastic. Thanks for having me here. I'm excited

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to be here.

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Excellent. Well, you know, I get an intro like that.

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We don't even need a podcast.

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Thank you, Thank you, Eric, thanks for spending some time

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with us today.

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Let's start with this.

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Let's start with this human centered achievement. Is this something

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you kind of invented or is kind of residual from

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something else? How'd this come about? Let's start with that.

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This came about when I formed the Modern Observer Group.

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We were actually not a coaching company at the time.

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We were an operations and communications consulting firm, okay, and

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I had decided I had been working with the client

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on six Sigma. I don't know if your audience is

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familiar with Zig Sigma. It's a very intense management consulting

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strategy that's very heavy on statistical analysis, and it's very

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expensive to implement. So it had some great things that

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I wanted to be able to apply to my smaller clients,

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but it's not at all applicable to small business. It's

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really focused on fortune five hundred.

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So an opportunity it presented itself.

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Yes, So I started looking into this and other management

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techniques Lean, six Sigma, Kaizen, and as I was doing

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the research, I realized that all of them were very

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process heavy, which is great because process is a core

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of what became human centered achievement. But they all had

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a fatal flaw. They all forgot that there's a person

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at the core of this that actually has to be

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able to do the process. Little detail, little detail. So

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in all of the research, now, what we were looking

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to create was actually a process to create businesses for

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small business owners. And what we did was we nailed

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this down to seven basic elements and it was mindset,

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focus processes, communications, innovation techniques, evaluation metrics, and continuous improvement.

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Nice.

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And we rolled these elements out. We used them to

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help our clients, and about a year after we rolled

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it out, we started getting calls from our clients saying,

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you know, we really love this process. Give a coaching

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program so we can train our employees to use this

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so they can you know, use it in their day

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to day life, their business, you know, their jobs. Well,

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we didn't have a coaching program at that point, so

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we created it. And now this is thirteen years later

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from when we rolled out seven thousand success stories later, right,

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that is the coaching is the bulk of what we do.

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Yeah, it's it's I'm kind of a little bit of

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a parallel universe to you. Can you list the seven

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elements again, because I think each one of them alone

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could probably be a long conversation. But there's you know,

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I my coaching is more on the entrepreneur's solo kind

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of level. But these are these are these are critical,

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mission critical things.

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So mindset, it's mindset, focus, focus, processes, keep going, keep going, communications,

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big big communication, very big.

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Innovation techniques like that one, evaluation metrics okay, and continuous improvement.

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So let's talk about your coaching program. Is this something

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where you would, let's say, come into a company and

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then they would have you work with their salesforce or

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their HR people or a department or is it a

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company wide or is it everything is set up differently.

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It really depends on the client. We've got a number

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of different programs. We have what we call our Velocity coaching.

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This is an intensive one to two hour session for

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an individual. We have ongoing coaching programs we've done company

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wide depending on the size of the company. We never

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have more than ten people in a single group, whether

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it's a mastermind group, a company coaching, you know, whatever

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the situation. We always cap out a single group at

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ten people because we want to be able to give

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them at least some level of individual achieve achievement and attention.

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So is the from a business So I'm a business owner,

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I want I want happier, more productive, more profitable employees basically, right,

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I mean.

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There's there's more to it than that.

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But what would you consider success metrics?

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Right? Like?

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Like?

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Is it based on bottom line improvement? Is it based

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on better morale?

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Uh?

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Is it based on I don't know, trends? You know?

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Uh, you know, trajectories bring where you want them to be.

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I'm sure it's a little bit of everything. But does

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that build into what you're doing?

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Yeah, Evaluation metrics is one of the key principles that

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we use.

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Uh.

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What those metrics are depend on the goals of the client.

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So when we deal with an individual person, and one

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of the reasons that we call this human centered achievement

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is we found over time people were using the same

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process in their day to day lives rather than just businesses.

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We have folks that used it to turn around their health,

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to turn around their relationships. So these things are applicable

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not just to business but in everyday life. So what

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metric you use changes depending on the goal. It could

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be to improve your health. We know folks that have

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used it to help fight diabetes, to help fight multiple sclerosis.

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So the metrics for those are. For ms, it would

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be you know, results of a cat scan for diabetes,

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it's your A one C. For businesses, it could be ROI,

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it could be cash flow, it could be overall profit

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and loss, depending on what the goals are. Some other

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goals we've worked on with clients on the business side

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is absentee dates going down, productivity metrics going up, reducing

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turnover for employees. So it really does what metrics do

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you use depends on what the goal is that we

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set up going forward. And that's actually a very important

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point because a lot of people use either meaningless metrics

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like they you know, when they're working with communications, you

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know they'll use you know, social media likes rather than

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actual engagements or results of the engagement. So you need

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to be able to target the metric to match the goal.

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How long To make sure you asker this correctly, what

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what would be your typical length of engagement with the business.

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This isn't going to happen in a week, No, when

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we were six months, twelve months? Is there?

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When we work with the business. Generally we target a

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one year engagement, okay, so that you really start seeing

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results after three months. After six months, it starts becoming

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more ingrained, and even the folks that were resisting at

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the at the beginning, because let's face it, people have

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a tendency to resist change. So after six months, I

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think that yeah, after six months, they've started to see

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the results and understand why we're doing that.

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Now they're getting carried up the stream by the same

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canoe everybody else is in.

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Right, so by the time we get to the end

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of a year program, everybody is rowing in the same direction.

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You've already started seeing results, a lot of the goals

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have already been achieved. So that's usually our minimum for

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a business is a year engagement. That being said, though,

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we've got companies that have stayed with us for five years,

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ten years because they keep seeing increasing results from the program,

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and every time they hit a goal, they'll go, Okay, hey,

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that was great. Now let's see how much further we

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can go, and they'll raise the bar.

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Which is basically the idea.

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Anyway, sometimes you have to kind of have a reset,

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you evaluate your reset.

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You kind of get everybody on the same page.

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I've often seen situations where you get a company has

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multiple salespeople and there's no consistency in their operations. The

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sales guy is doing it his way, a person be

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is doing it her way, and nobody knows what the

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other person's doing. It's almost like nine little businesses within

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a business. But the name is very is very app

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human set are and achievement.

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This is based on people.

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Achieving individual success which can tribute to the collective success

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of the team slash company.

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Yes, it's very focused on the people. And you know,

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we often say what our job is is to integrate

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the people, their passion and their processes to ensure peak performance.

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Nice.

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So, if I'm by the way, this is doctor Stephen Green,

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I guess Eric Blopkin the Brainchild. His brainchild is human

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centered achievement.

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Love it.

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This is the makes a Great Experience Podcast. We're here

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to help you on your journey of success. Little things,

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little things out up to medium things out up the

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big things.

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Eric.

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If I'm an entrepreneur, I'm sitting there going this sounds

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great for a business. Can I apply to these same principles.

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I'm a solo person. I'm wearing nine different hats? Right,

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would this help is a leading question? Would this help

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those that population as well? And if so, because you

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give a few insider tips here of how that might happen.

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Yeah, actually the process was created specifically with solopreneurs in mind.

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There we go, Yes, beautiful.

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So yeah, it is perfect for a solopreneur because the

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solopreneur has to balance all those different hats. And it's

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not just being chief cook and bottle washer at the business.

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You know, Yes, they're the CEO, they're the CFO, they're

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doing all the work, but they've also got a personal

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life outside that. So they've got to be able to

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integrate their personal life and avoid burnout. Solopreneurs have an

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incredibly high rate of burnout, and it's because they take

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everything on themselves. Most especially when they start out, are

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very reluctant to outsourced tasks. They feel it's like, oh, no,

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you know, either I can't afford it, or I need

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to be able to control all of it. And to

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a certain extent, you do need to be able to

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control it, but that doesn't mean you have to do it.

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The example I always give solo preneurs is your bookkeeping.

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Most solopreneurs are not bookkeepers. So where they could pay

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a bookkeeper for about an hour or two a month,

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they're actually spending ten to fifteen hours a month doing

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it themselves because they're not an expert at it.

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I see that all the time. Excellent example. I also

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see a lot with social media, Yes.

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Where you know, there's a science to social media. And

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when I say when I say social media mean engagement,

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not just making a post with a picture or something.

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It's a science to it. There's a lot of metrics

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to it. There's a lot of feedback loop to it.

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If you're seriously pushing a bit sound on social media,

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you need somebody knows what they're doing or else who's

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going to waste time?

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Yeah, there's the old adage.

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So entrepreneurs either burnout, run out of money, or maybe

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make it right.

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Yeah, tell me about your book or books? What do

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they tell you the titles? Do they have titles?

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Are they just The first book came out in twenty

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twenty that was the Businetics Way, and bus Neetics was

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actually the original title of what we later termed Human

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Centered Achievement is It's all about those seven elements. We

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actually renamed the system human centered achievement after talking to

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folks that had gone through the program, and that was

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when we learned that they were using it for their health,

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for the you know, for their personal lives, and we

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realized that the process was bigger than just building a business.

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So the original title of the process was Businetics and

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the Businetix Way talks about those seven elements that I mentioned.

259
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And then last year I was a collaborator in a

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book called Cracking the Rich Code. This is actually a

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series of books. The one I was in was volume

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fourteen fourteen already. Oh they're they're they're way past fourteen already.

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But this was a book where we collaborated. Brian Tracy

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actually did the preface. Tony Robbins endorsed the book. In fact,

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you know, he's on the cover of it. And this

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this was an international best seller.

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So this was yeah, I'll do a little show and tell.

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Check it out.

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There you go, there's your edition.

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Look at it. I'm on I'm in seven.

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Oh wow, look at you.

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It's me.

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If you can't see this at home, if you're listening,

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it's Jim Bridd who's a long time, very successful direct

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sales guy line was Kevin Harrington and.

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Who was kind of hangs his hat as being on

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Shark Tank.

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But he's also the person who invented the infomercial yes,

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which has changed a lot of the ways people advertise.

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Yeah, it's a great series. This is great.

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I've really more given a lot of these books away

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as a lead magnet kind of thing. No, it's a

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great community too. We can talk about that another time.

284
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Yeah, it's a fantastic community. And then my third book

285
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is actually coming out on October fifteenth, really, so that's

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just a few weeks away from when we're recording.

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That'll be a little closer to the release of Okay,

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let's talk about that.

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Yeah, it makes a great experience podcast. Our guest is

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Eric Lopkins. Eric is in his third book, You know

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what does Trace? Well done?

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Brother, I tell us about your third book.

293
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Yeah, the new book is called Yes You Can. It

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is also focused on the human centered achievement process. A

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lot a lot of the information from my first book,

296
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The Businetics Way is you know, revisited in this but

297
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we expand it because we also talk about The new

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book is broken up into three sections. The first section

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actually talks about the science behind human centered achievement and

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everything in the process is actually based on four branches

301
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of science, and it's quantum physics, psychology, neurology, and epigenetics.

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And we've combined those four fields to really explore human potential.

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So the first section is all about the science and

304
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it's it's not technical. There's no math, you know, involved

305
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in it. It's meant for people to just get a

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decent background in what those what those fields are, how

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they work, and how they relate to human potential. The

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second you see this.

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00:19:05.799 --> 00:19:07.400
I'm sorry to cut you. We're gonna say something else.

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I didn't mean to cut you off.

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I was just gonna go on about the other sections.

312
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But if you want to follow up.

313
00:19:12.839 --> 00:19:14.400
Well, no, I was going to ask you this. I

314
00:19:14.440 --> 00:19:19.000
was going to ask you this. You've built a great concept.

315
00:19:19.599 --> 00:19:22.319
I mean, over the least what twelve years or so,

316
00:19:22.359 --> 00:19:25.759
it's evolved, it's changed needs, but the core of it

317
00:19:25.799 --> 00:19:29.319
really is fundamentally the same, which is helping people by

318
00:19:29.480 --> 00:19:34.279
improving their sort of broad lot in life, and that

319
00:19:34.759 --> 00:19:37.839
sort of transcends into their business but also their personal life.

320
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Where do you see this going down the road? You're

321
00:19:39.680 --> 00:19:42.680
a young guy, I don't think you're ready to hang

322
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up your human centered achievement hat.

323
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Yet, or maybe you are. Do you see this further evolving?

324
00:19:50.000 --> 00:19:53.000
Does like like AI? Everybody's talking about AI. You can't

325
00:19:53.000 --> 00:19:53.599
go ten feet?

326
00:19:53.640 --> 00:19:57.480
That's wrong? Got is all this like robotic automation? Is

327
00:19:58.079 --> 00:20:00.920
you know? Do you see that impacting kind of human experience?

328
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Can it enhance it? Is it a detriment?

329
00:20:03.359 --> 00:20:05.519
I found that very interesting because in one of my

330
00:20:05.519 --> 00:20:10.680
big things, education, and there's a huge penetration of AI

331
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into education to the point where like students don't even

332
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write papers. They say, hey, AI, write a paper for

333
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me about Columbus crossing the ocean. And it's become a

334
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very big concern, not sort of plagiarism ish, but but

335
00:20:23.680 --> 00:20:24.799
let's not go that direction.

336
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I'm curious where you see.

337
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This going to be in let's say a year, two years,

338
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five years, as technology continues to pervade our lives. And

339
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I'm not saying technology is band I'm just saying it's

340
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sort of sometimes a detriment to interpersonal communication, especially in

341
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a business situation. Sometimes, Oh I don't want to call

342
00:20:45.440 --> 00:20:48.000
that person, I'll just text them. Well, that's why they're

343
00:20:48.039 --> 00:20:49.279
not getting back to you to go to the next

344
00:20:49.319 --> 00:20:52.559
step in the sale. They want a conversation. So where

345
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do you stand on all this? And maybe more importantly,

346
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where do you believe your idea? This you've been centered

347
00:20:57.559 --> 00:21:01.200
achievement might help this meal your rate it shift it

348
00:21:01.599 --> 00:21:03.880
bring us back to maybe more of an actually human

349
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centered process.

350
00:21:06.920 --> 00:21:11.640
AI and technology in general is neither good nor bad.

351
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It all depends on its use and its overuse. In fact,

352
00:21:17.839 --> 00:21:23.160
technology is one of the reasons that in our Core Principles,

353
00:21:23.279 --> 00:21:28.480
in the core Elements, we included innovation techniques because what

354
00:21:28.640 --> 00:21:32.200
we're seeing. You know, when you hear innovation, you generally

355
00:21:32.240 --> 00:21:38.799
think about technology. But innovation has actually been stunted by

356
00:21:38.839 --> 00:21:42.480
the invention of the search engine and now Google in

357
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particular because it's the largest but all of them. And

358
00:21:45.960 --> 00:21:49.119
you're starting to see the same thing with AI. And

359
00:21:49.200 --> 00:21:52.400
the reason for this is that prior to the invention

360
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of search engines, most innovation came from people knowing different

361
00:21:59.519 --> 00:22:03.359
things from different fields and putting two things that they thought,

362
00:22:03.599 --> 00:22:09.440
you know, didn't necessarily go together together to see what happened. Well,

363
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what we saw from testing over you know, basically going

364
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from nineteen ninety nine to about twenty fifteen or so,

365
00:22:19.359 --> 00:22:23.359
is that people are actually remembering less of these facts,

366
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they're learning less facts because they know all they have

367
00:22:27.000 --> 00:22:29.359
to do is go to their phone, type in, type

368
00:22:29.400 --> 00:22:32.119
in the question, and they'll get an answer. They don't

369
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have to know it. So that actually has been a

370
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drawback to innovation.

371
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Interesting.

372
00:22:40.119 --> 00:22:44.400
Yeah, I had a guest on maybe a year fifteen

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months ago who had this whole concept of, like the

374
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whole AI was in its infancy then it still kind

375
00:22:52.039 --> 00:22:54.519
of is, but it's also progressed a lot, and it's

376
00:22:54.599 --> 00:22:56.680
much more available now than it was a year ago.

377
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But he had this whole idea of he was actually

378
00:22:58.559 --> 00:23:01.599
an advocate for not clutter your mind with things you

379
00:23:01.599 --> 00:23:03.599
don't need because you have it right there. It's almost

380
00:23:03.640 --> 00:23:06.039
like you have a library everywhere you go, if you're

381
00:23:06.079 --> 00:23:07.000
at your phone or whatever.

382
00:23:07.519 --> 00:23:09.920
All right, let's do this. This was a great conversation.

383
00:23:10.200 --> 00:23:13.759
I how can people get hold of you? If somebody

384
00:23:13.759 --> 00:23:16.200
wants your book or wants to learn more about your offerings?

385
00:23:16.880 --> 00:23:17.839
What's the path.

386
00:23:19.319 --> 00:23:22.000
The easiest way to get a hold of me. You

387
00:23:22.039 --> 00:23:27.000
can email me at info at modern observer dot com.

388
00:23:27.240 --> 00:23:30.599
You can also go to modern observer dot com. There's

389
00:23:30.640 --> 00:23:34.240
actually a button right on the navigation bar to schedule

390
00:23:35.519 --> 00:23:38.319
keep going keep going right so you can schedule a

391
00:23:38.400 --> 00:23:40.599
call if you want any of the books. The books

392
00:23:40.640 --> 00:23:45.599
are all available at bookstores everywhere, Amazon, Barnes, and Noble

393
00:23:46.200 --> 00:23:50.400
Books a million, even your mom and pop bookstore can

394
00:23:50.519 --> 00:23:53.160
order it from their distributors.

395
00:23:52.319 --> 00:23:58.559
A regular regular John Grisham here, Yeah, and you can.

396
00:23:58.599 --> 00:24:02.119
Also you can also get more information on the books

397
00:24:02.200 --> 00:24:05.319
as well as the podcasts that my company does, by

398
00:24:05.359 --> 00:24:09.240
going to our media division, xvaudio dot com, which is

399
00:24:09.279 --> 00:24:13.000
e x v a d io dot com.

400
00:24:13.240 --> 00:24:13.759
Beautiful.

401
00:24:13.880 --> 00:24:15.759
So if you're driving or you're listening waiting for your

402
00:24:15.799 --> 00:24:18.359
kid to get done martial arts class, this all is

403
00:24:18.400 --> 00:24:21.200
in the show notes. I gotta tell you I was

404
00:24:21.240 --> 00:24:23.400
a guest on Eric's podcast. I didn't really say that

405
00:24:23.480 --> 00:24:25.759
until now, but it was a great experience. This guy

406
00:24:25.799 --> 00:24:28.680
knows what he's doing. This guy is a wealth of information.

407
00:24:29.319 --> 00:24:33.119
He's got a great process. Take advantage of this, Take

408
00:24:33.160 --> 00:24:35.079
advantage of some of the things he's got there. Check

409
00:24:35.079 --> 00:24:38.599
out his sites, Steve Green to Success Doctor, my guest

410
00:24:38.759 --> 00:24:41.799
Eric Lopkin Human Centered Achievement.

411
00:24:41.839 --> 00:24:42.240
I love it.

412
00:24:42.279 --> 00:24:44.759
I love the title because it's so descriptive of what

413
00:24:44.759 --> 00:24:46.319
you're doing, which is.

414
00:24:46.240 --> 00:24:49.319
The whole idea, people centered on people. Let's get better,

415
00:24:49.400 --> 00:24:52.480
let's achieve. All right, let's do this. We're gonna go

416
00:24:52.480 --> 00:24:54.079
to a wrap up here. You want to play my

417
00:24:54.160 --> 00:24:56.839
little game I do with my guests. It's called the

418
00:24:56.880 --> 00:25:00.799
Fave five. All right, Okay, I'm gonna do. I'm gonna

419
00:25:00.839 --> 00:25:03.759
give you a topic. You tell me your favorite thing

420
00:25:03.799 --> 00:25:07.119
within this topic. It's very just don't overthink this. Number

421
00:25:07.160 --> 00:25:08.319
one color.

422
00:25:10.200 --> 00:25:14.240
Color blue, red, green.

423
00:25:14.720 --> 00:25:17.400
That's more than one. No, No, what is your I

424
00:25:17.440 --> 00:25:18.039
thought you asked.

425
00:25:18.200 --> 00:25:19.920
I thought you were asking for five.

426
00:25:21.640 --> 00:25:23.640
Favorite all right, let me let me back up, let

427
00:25:23.680 --> 00:25:25.920
me back up. All right, maybe I wasn't clear. There

428
00:25:25.960 --> 00:25:28.920
are five top questions. Got it a favorite one? And

429
00:25:29.000 --> 00:25:33.000
east the first one? Okay, that's blue blue blue, all right.

430
00:25:33.039 --> 00:25:34.640
He's got a blue shirt on and I got a

431
00:25:34.640 --> 00:25:36.759
blue microphone spongy thing here.

432
00:25:37.599 --> 00:25:40.640
Color blue. All right, that's a good one. Number two

433
00:25:41.680 --> 00:25:47.799
food cheese burgers, cheese burger, cheese burger in paradise.

434
00:25:48.200 --> 00:25:51.759
Yeah, keeping it simple yet kind of can get a

435
00:25:51.799 --> 00:25:56.559
little gourmet here. In the music, favorite band song.

436
00:25:57.400 --> 00:26:01.960
Uh, favorite artist is Billy Joel. My tastes in music

437
00:26:02.000 --> 00:26:08.319
are very eclectic, so I go across rock, pop, classical jazz.

438
00:26:09.440 --> 00:26:13.759
What I love about Billy Joel aside from you know

439
00:26:13.880 --> 00:26:17.519
the stories he tells in his songs and the songs itself.

440
00:26:17.920 --> 00:26:21.920
If you actually know anything about classical music, you can

441
00:26:22.039 --> 00:26:27.359
hear clips of classical music that have inspired him that

442
00:26:27.480 --> 00:26:29.200
he's turned into his songs.

443
00:26:29.880 --> 00:26:36.480
Interesting bottle, red, bottle of white, yep. Favorite place you've

444
00:26:36.480 --> 00:26:40.599
been or visited? You a big traveler.

445
00:26:41.240 --> 00:26:44.039
That's tough. I've I've done a lot of travel.

446
00:26:45.839 --> 00:26:48.160
You're not like a happy place, maybe I sometimes I

447
00:26:48.240 --> 00:26:53.279
say that, Yeah, I mean it's not like.

448
00:26:53.440 --> 00:26:59.240
Hard for no, It's it's definitely not hard getically like

449
00:26:59.319 --> 00:27:01.759
no offense Hartford but none.

450
00:27:03.519 --> 00:27:05.559
Maybe you got out there somewhere a little more exotic

451
00:27:05.599 --> 00:27:06.279
in your life.

452
00:27:07.759 --> 00:27:10.960
I think I think my favorite place was probably Kangku

453
00:27:11.039 --> 00:27:15.160
in Mexico. There you go, although I have been told

454
00:27:15.200 --> 00:27:18.440
that since I was last there it has changed dramatically.

455
00:27:18.880 --> 00:27:23.880
It's gotten a little. I don't want to it's crowded.

456
00:27:23.960 --> 00:27:26.519
It's it's kind of yeah, see when when I when

457
00:27:26.519 --> 00:27:29.319
I was there, it wasn't crowded. There weren't a lot

458
00:27:29.400 --> 00:27:30.319
of chains there.

459
00:27:30.440 --> 00:27:34.319
Yet It's yeah, how about you got like is you

460
00:27:34.400 --> 00:27:36.599
grown up, did you have like a hero, like a

461
00:27:36.640 --> 00:27:38.319
sports hero or a political hero?

462
00:27:38.480 --> 00:27:38.880
Music? Here?

463
00:27:38.880 --> 00:27:40.400
I mean you said Billy Joel. That might be the

464
00:27:40.400 --> 00:27:43.720
same answer. But like like if you could have dinner

465
00:27:43.759 --> 00:27:44.720
with somebody, who.

466
00:27:44.640 --> 00:27:45.079
Would it be?

467
00:27:46.519 --> 00:27:50.240
Uh? If I could have dinner with somebody? Uh, well,

468
00:27:50.319 --> 00:27:53.279
there's there's a lot of folks that fit that bell.

469
00:27:53.359 --> 00:27:57.440
I would have loved to have met Stephen Hawking.

470
00:27:57.920 --> 00:28:00.640
Dang, here's the to his question.

471
00:28:00.799 --> 00:28:03.799
This is the bonus question number six And I could

472
00:28:03.839 --> 00:28:07.400
see this going two directions, But who is your favorite

473
00:28:07.480 --> 00:28:08.519
podcast hosts?

474
00:28:12.960 --> 00:28:19.240
My favorite podcast host?

475
00:28:19.279 --> 00:28:21.480
You can you can have two answers to this one. Okay.

476
00:28:21.559 --> 00:28:23.599
That that makes it easier because I'm going back and

477
00:28:23.640 --> 00:28:24.559
forth between two.

478
00:28:24.759 --> 00:28:25.759
Okay, here you go, here you go.

479
00:28:25.799 --> 00:28:29.000
I don't want I don't want you to get stressed on.

480
00:28:29.000 --> 00:28:33.000
One of them is Joe Rogan. Okay, love, I love

481
00:28:33.039 --> 00:28:36.519
the way he go. He takes conversations wherever they go.

482
00:28:36.759 --> 00:28:40.279
You know, it's never focused on any particular agenda. He

483
00:28:40.440 --> 00:28:43.920
just wants to ask questions. And the other one, I guess,

484
00:28:43.920 --> 00:28:48.160
which is kind of appropriate right now, is the recently

485
00:28:48.200 --> 00:28:49.440
deceased Charlie Kirk.

486
00:28:50.119 --> 00:28:55.200
There you go, which to just timestamp this that happened

487
00:28:55.200 --> 00:29:01.359
about a week ten days ago. Sadly, okay, Rick, anything

488
00:29:01.799 --> 00:29:04.079
briefly because we're coming up on time. We did not

489
00:29:04.160 --> 00:29:05.920
get into you want to just mention, I'm going to

490
00:29:06.000 --> 00:29:07.720
give you to Flora, going to give you the last.

491
00:29:07.519 --> 00:29:10.480
Word for a last word.

492
00:29:10.599 --> 00:29:12.920
The one thing I would hope that all of your

493
00:29:12.920 --> 00:29:17.799
listeners take away from this and remember is the phrase,

494
00:29:18.319 --> 00:29:24.440
yes I can. Most people are not held back by circumstances.

495
00:29:24.759 --> 00:29:28.319
It's not finances that hold them back. It's their own

496
00:29:28.799 --> 00:29:33.920
mindset that says, oh, I'm not good enough. You know,

497
00:29:34.759 --> 00:29:39.440
I shouldn't try that. There's a possibility I could fail.

498
00:29:39.920 --> 00:29:43.119
Guess what, There's always a possibility of failure. The most

499
00:29:43.119 --> 00:29:47.720
successful people and businesses in the world have failed a

500
00:29:47.759 --> 00:29:49.720
lot more than they succeed.

501
00:29:50.039 --> 00:29:50.720
Oh yeah, So.

502
00:29:51.200 --> 00:29:55.119
Don't hold yourself back. And always, you know, I tell

503
00:29:55.119 --> 00:29:58.119
people they should be telling themselves at least once a day,

504
00:29:58.799 --> 00:30:00.279
yes I can.

505
00:30:00.680 --> 00:30:02.519
I love it, I love and I've been on live

506
00:30:02.559 --> 00:30:05.079
meetings therek and he's sometimes sort of the keynote speaker

507
00:30:05.119 --> 00:30:07.960
with in our little networking chain, and that's always his

508
00:30:08.039 --> 00:30:11.000
closing message. I actually here's an idea for your podcast

509
00:30:11.119 --> 00:30:15.839
I should read. I should red resustate this. During COVID,

510
00:30:15.839 --> 00:30:17.839
I was podcasting like every day because it was like

511
00:30:17.880 --> 00:30:18.839
what else were you going to do?

512
00:30:18.920 --> 00:30:19.079
Right?

513
00:30:19.599 --> 00:30:22.240
We came with this up with this idea of doing

514
00:30:22.319 --> 00:30:26.200
a series of ten podcasts like the ten Biggest Failures,

515
00:30:25.880 --> 00:30:29.160
ten people who were successful that it had major failures

516
00:30:29.160 --> 00:30:31.599
and people didn't know about because all they knew was

517
00:30:31.640 --> 00:30:34.319
their success. Right. There's the famous story like Michael Jordan

518
00:30:34.359 --> 00:30:37.440
getting cut from his seventh grade basketball team or.

519
00:30:37.440 --> 00:30:41.119
Something that's actually a myth that never happened.

520
00:30:41.960 --> 00:30:42.839
That's the narrative.

521
00:30:43.200 --> 00:30:46.160
Yeah, the narrative is that he was cut from the team.

522
00:30:46.519 --> 00:30:49.480
It wasn't that he was cut from the team. He

523
00:30:49.640 --> 00:30:55.240
was not considered because of his age. The coach had

524
00:30:55.279 --> 00:30:59.680
actually said, yeah, you're great at this, but you've got

525
00:30:59.720 --> 00:31:01.880
a cupple more years that we can put you on

526
00:31:01.920 --> 00:31:04.319
the team. And there's other people who are graduating that

527
00:31:04.440 --> 00:31:05.519
need the opportunity.

528
00:31:05.920 --> 00:31:09.039
Interesting, all right, So maybe that wasn't a great example.

529
00:31:09.640 --> 00:31:11.200
No, but that's a great concept.

530
00:31:11.359 --> 00:31:13.720
The myth has been it's like like Colonel Sanders, the

531
00:31:13.720 --> 00:31:16.359
cocky fried chicken guy, went to like seventy eight places

532
00:31:16.599 --> 00:31:18.799
where somebody probably said, yeah, i'll taste your chicken.

533
00:31:19.160 --> 00:31:20.640
But anyway, it was I did.

534
00:31:20.680 --> 00:31:23.920
I did a lot of research. I did like ten

535
00:31:24.000 --> 00:31:25.680
of them. I was kind of really enjoyed. It's getting

536
00:31:25.680 --> 00:31:28.079
a lot of good feedback. And then I actually had

537
00:31:28.079 --> 00:31:31.160
to get something that was monetizable a little bit more,

538
00:31:31.200 --> 00:31:32.519
and I started doing some more stuff.

539
00:31:32.559 --> 00:31:37.920
But it's a fascinating study. I always liked the Profiles

540
00:31:37.960 --> 00:31:41.119
of Courage book, John F. Kennedy's famous book.

541
00:31:41.559 --> 00:31:45.200
Anyway, Eric Lopkin, I really appreciate you coming on folks

542
00:31:45.240 --> 00:31:48.279
out there and make the Great Experience podcast land. I

543
00:31:48.279 --> 00:31:50.680
hope you got a lot of value today. If you did,

544
00:31:51.319 --> 00:31:54.000
please share this. I can tell you because I know, Eric,

545
00:31:54.680 --> 00:31:56.559
this guy knows what he's doing. This guy walks the

546
00:31:56.599 --> 00:31:58.920
walk and he's got a great service.

547
00:31:59.119 --> 00:31:59.680
He's helped.

548
00:32:00.119 --> 00:32:02.799
I don't know how many people, hundreds of thousands, millions,

549
00:32:02.799 --> 00:32:07.759
who knows. But more importantly, they're continuing to improve. They're

550
00:32:07.759 --> 00:32:11.160
not sitting still right. They are continually improving. They're getting better,

551
00:32:11.160 --> 00:32:14.440
they're getting happier, to getting more productive. Their companies are

552
00:32:14.519 --> 00:32:19.359
thriving because of this, because of his brainchild human centered achievement.

553
00:32:19.519 --> 00:32:20.440
Eric, thanks again.

554
00:32:21.279 --> 00:32:23.279
Next time I'm gonna give you a little spoiler alert

555
00:32:23.559 --> 00:32:24.960
next two episodes, I have guests.

556
00:32:25.480 --> 00:32:27.440
I'm gonna get back into some solo stuff.

557
00:32:28.000 --> 00:32:30.440
If you're out there and you have suggestions, who would

558
00:32:30.440 --> 00:32:32.279
you like me to have on the podcast? What would

559
00:32:32.279 --> 00:32:35.880
you like me to pontificate about. I am taking suggestions.

560
00:32:36.119 --> 00:32:37.640
You can go to this page put them in the

561
00:32:37.720 --> 00:32:39.799
comments where you can email me.

562
00:32:40.359 --> 00:32:40.519
All.

563
00:32:40.599 --> 00:32:44.559
This is in the show notes reach out. I'm like

564
00:32:44.759 --> 00:32:47.440
eighty seven to one love email versus hate email.

565
00:32:48.240 --> 00:32:51.039
So that's probably pretty good day.

566
00:32:51.039 --> 00:32:53.559
All right, Eric, thanks again. I hope you have a

567
00:32:53.559 --> 00:32:55.960
good rest of your day and all. Let's keep in

568
00:32:56.039 --> 00:32:59.000
touch and I will see you absolutely.

569
00:32:59.039 --> 00:32:59.839
Thanks for having me.