What does it really take to get a job today?
What do you need to bring to the market?
What will make it easier?
Join The Our Shawn McBride ⭐️ 🌟💥 (aka R. Shawn McBride)or the Future Done Right(TM) Show as we explore what we are seeing and what we need for the future.
Here is the YouTube video: https://youtu.be/YZ89LLsI3N8
REMEMBER: More videos on the future economy are available at http://futuredoneright.com
Below is a machine transcript of the interview —
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Hey everyone it’s Dr. Sean. Welcome to the future done right show where we talk about things that we need to do to position for the future, what the future of the economy looks like.
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And what the future of business will be so our focus is looking at where things are now where they’re headed and what they’ll be
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For those of you who don’t know me as well. I’m a corporate lawyer by training. I’ve spent years in some of the largest law firms.
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And I deal with everything relating to the ownership and control of businesses that might be partnership agreements, it might be mergers, it might be a
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Capital raised transaction, it can really take a lot of different forms. I also speak about business strategy based on my years of experience, particularly, including sales.
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Smart financial guy, and I’m always looking to the future of business and do a lot of reading about it a lot of self education.
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And I talked to leading authorities on shows like this one where we get to the ideas of what’s happening in the future.
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Today we want to talk about the future of the job market. And what it really takes to get a job today, you know, the world is different than it used to be.
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Used to be, you went to school, you got an education and you came out, and somebody wanted to hire for that particular education.
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This world is really, really different. And a lot of demands have pushed us here. We’ll look a little bit into why we got where we are.
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And then we’ll also take a look at where we’re headed. And what what the jobs to the future look like
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So if you bear with us. We’ll go we’ll work our way through that we love your comments So wherever you’re watching this, if you’re watching on our show. McBride on LinkedIn.
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Our show McBride fans and audiences on Facebook or maybe you’re looking at future done right on YouTube, wherever you’re seeing the video go ahead and drop your comments.
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And we’ll be reviewing those to look at what we’re seeing here. So let’s dive into a little bit I remind you, we do not do investment advice on the show.
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And we do not do legal advice, talk to your own advisors everything on here is just for your education, your baseline knowledge and you can talk to your specific advisors for your specific situation.
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So the job market has changed a lot over time. It used to be that people would go out and they would
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You know, get an education high school or college more and more College in modern times, get a college education and then you would take that college education to an employer and say I am certified as an accountant. I am certified as a
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You know, psychologist, I’m certified in this particular area. And they would say, Great, we’re hiring people in that particular area and you would have a job.
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What’s changed now is the length of employment, there’s been a lot of talk about that in the cystic show that the average duration of a job has shrunk over time. So people are spending less and less time
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You know, being in the employment of a particular employer, so this starts changing the incentives of who invest in the education.
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It used to be that employers had that long term mentality. We have employees here, they’re going to be around for a while, we need to invest in our employees.
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And let’s educate them and they’re still out there are still employers to do that. But more and more employers have gone to the philosophy of
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How do we get things done. Now, we don’t want to put massive investments in education, because if we educate the people and they leave.
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Will be out all those costs. It really has caused a race to the bottom phenomenon. I remember being in the large law firms and a tradition and many large law firms is you bring people in for the summer they work with you.
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If they do well you offer them a job.
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But the problem is you know you you typically pay them the salary that they would make their first year as a lawyer during that summer and you bring them in at it at a very
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It what seems to be a very high rate relative their skills for the first and second year, but then they pick up skills and
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young lawyers become very profitable for big law firms, usually in their third, fourth, and fifth years of work.
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The problem is, many young associates leave around the second year of employment, these younger lawyers or less experienced lawyers leave and go to a another law firm.
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And that causes a problem because now you’ve put all that time into hiring them for the summer.
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Doing events with them doing training spending, maybe a year or two cultivating their skills and then they just disappear on you so
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You really need to stop and think about how all these pieces fit together. So a lot of employers said, well, why are we investing in
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People, why don’t we become the person that hires people in the second and third year and it becomes a fair question. At some point,
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Nobody wants to be the one that holds the ball for the education because that cost money.
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But if nobody’s doing it. Who’s doing it. Nobody wants to educate the long the young lawyers are, the less experienced lawyers I use the word young because many of them are fresh.
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Graduates are young, in terms of experience. Some people do follow a path where they have another career and then become a lawyer, but
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You know, these less experienced lawyers these newer lawyers numerator practice if they leave after a year or two, you have a net loss.
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So everybody starts saying, why would we make that investment. We could just hire somebody who’s been trained by somebody else of quality.
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And move them into our organization that is definitely a possibility. But that costs you know that cost the system money.
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And the problem is if nobody’s giving the initial education. Then there’s nobody experienced to move across. It’s really
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You know one of these issues where you’re relying on other people to do the right thing, rather than building your own independent system.
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But it still makes fiscal sense in the big law firm world to really do things that way.
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And then that parallels and other businesses, well why train and educate our people when we can go hire people from other organizations, bring them into our organization and start from scratch, right.
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It just you, when you think about that from the standpoint of the possibilities. Why would you educate. Why would you train people.
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And put, you know, 10s, maybe hundreds of thousands of dollars in up front, when you could just poach from other people have them do all the training and you get the
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You get the need, you want so more and more we’re moving to a skills on demand market, which means people hire the skills they need when they need them rather than a market whereby people
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You know, train develop internally create and the phenomenon. We’re also seeing, particularly with sales teams.
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Is a lot of times, somebody will work with an organization, they’ll be profitable but be doing well. But they won’t be investing in our future skills you know themselves or organizationally, at some point, their skills become out of date.
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Rather than have the organization.
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Invest in them and move forward. What happens is often than the, the organization will
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Then you know just move them out and replace them with somebody who has current skills and then that leaves that person with a skill gap for that organization and potentially most other organizations without a job needing to do a job search doing retraining.
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This becomes really a reality. So people need to know about this volatility in the market and this fact that there is a lack of investment made by organizations yet.
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The skills are still demanded to be there so nobody’s investing in the education after high school and college, at least not investing significant sums these days.
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But yet they expect you to have the skills to come to the workforce. So it really requires a different mentality.
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You as an employee must go out and develop the skills that you need to do the work. So you have to prepare yourself. How do you do that.
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You really need to chart your own course now maybe some coaching and some advice would be would be advisable here.
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If you’re looking for a coach, feel free to comment or reach out to me directly. I’m Dr. Sean on LinkedIn and I can help pair you off with somebody, but good executive coach a good team player.
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You know, I offer the service on a very limited basis. I have a lot of friends that offer this service so I can get you paired off with the right person.
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But maybe a coach or somebody with an outside point of view can help director development, but it is a world of self directed development.
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You’re not going to typically have an employer or an educational institute, which is going to show you the steps, do this, do that do the other thing they don’t even know the steps themselves.
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They’re struggling for relevance and to put the pieces together. So the reality is, you’re going to have to chart your path to skill development and then you need to develop skills that are in demand.
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On a recurring basis. This usually means more applied skills less formal education. We certainly seen that shift with a lot of major employers, you know, the
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The big coding companies, the big software companies nowadays aren’t even worried about college degrees as much
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They want somebody that can get in there, they can do the coding, they can make a difference. And they can build that business to where it needs to be.
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So skills on demand come prepare and be ready to go. That means you need to chart your own education course go out, get the courses, get the training.
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Develop yourself build and be ready to apply, you’re responsible for your path and and this is tough for a lot of people you know you’re typically
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Responsible for your own tuition, you have to pay your education dollars. You have to get the network built and get the information you need to be that level of successful. So, you know, two sided deal here. You’ve got to chart a path and you’ve got to pay for the path.
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Good news is there’s a lot of great education after a very low cost, right now, a lot of online videos.
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A lot of courses online that are very inexpensive relative to the amount of skills they develop deliver. You’ve got to look for those values, though, and you’ve got to
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Get into the right courses at the right time. That is one of the real challenges is pairing herself up and getting there.
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To make sure you get it right. That’s where the coaching or the outside direction of I need to add these skills and need to add those skills I need to move through this. That’s where that becomes so important.
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As we look to the future, we can expect more and more of us. I don’t think this trend is going to slow down. We’ve moved to, you know, with some people refer to as the gig economy you hire people for a gig.
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Much like you would hire a band to come in and play on a particular night more and more we’re hiring our employees are experts to come in, deliver a skill on demand and move along.
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And not necessarily hanging out for long periods of time in the organization to deliver those particular eyes results that are looking for. I expect we’ll see more of this.
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In the future as we move forward more and more organizations are going to be looking for skills on demand. What can you deliver. Now, how can you deliver it.
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So go out there and assess and training resources start thinking about your development.
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The other thing that’s challenging, but a very real necessity in the world that we’re living in now is to build time into your schedule for ongoing education. This is going to keep you from becoming irrelevant, which is a big risk. Right. A lot of people can become
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out of date or lose the skill gap or not be relevant to the marketplace. After a while, so what you’re going to want to do
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Is build your skills as you’re going, which means an ongoing investment make time regularly attend courses carve time out of your schedule and this can be a very challenging thing for for many professionals.
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In particular, because you’re busy. You’ve got a career to run, you’ve got a client to serve who’s paying your bills.
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It’s very short sighted and we see this on the marketing end as well. Very short sighted to keep pulling the money off the table, making money and not investing in yourself.
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People will often do the same thing with marketing, as I mentioned, though they’ll be running their business servicing a client making good money.
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But not planting the seeds for future clients and then that one or a couple of clients dry up or we go through an economic cycle. They don’t have any seeds planted to develop other business.
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Very important that you plant those seeds for marketing very important you plant the seeds for education. We don’t see people out there, spreading the message as much for education, but we do think it’s very critical.
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That you go out there and continue your education keep learning and developing and becoming better at the skills that you do deliver to other people. So once you get that down. Once you’re moving along.
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Then you can keep building your path forward, but you have to control this path. And that’s probably the biggest lesson up today and the job skills for the future is you’re in control of the path you’re in control of the lessons.
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You are not under the control of other people. And in fact, following the path that other people lay out for you may be detrimental.
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Rather than helpful because many times those paths are outdated. They may not be the right ones for you. So, look at that. Think about that.
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And think about how you can develop your skills. Now if you’re in the position of looking for a job right now.
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In the current market or if you find yourself in that position in the future. Let me plan, a few nuggets for you.
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It’s all about the delivered skills as we’ve mentioned right they don’t care about training, education, I’ve seen some really wise people make some mistakes here.
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How much you’ve spent on your education. We’ve got your education from are less relevant and the skills that you have. I mean, certainly if you’ve gotten education from some credible people. That’s great.
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Now if you spend a fortune on your education of inefficiently. Nobody cares you spent $400,000 to get to the wrong spot.
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You know, nobody cares about that. What they care about is where you are now what you can deliver when they’re going to
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View you versus another candidate, it’s going to be about the skills. Now the tricky thing is when you’re preparing your resumes, which are still part of the tradition in the job market now.
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You should still do those in a traditional way you want to show those credentials that you’ve learned along the way.
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But really what you need to do is show the skills. Now I’ve seen a lot of people mix this in
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By adding statements about what they’ve been successful at what they’ve accomplished in their jobs. And this is a wonderful way to showcase their skills on demand, it’s been going on for a while, but it’s a growing trend.
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To within your resume, say, you know, at XYZ company I increase sales by 15%, you know, you know, one quarter by applying the ABC methodology.
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Right. That tells an employer. Wow, if you applied the ABC methodology at XYZ company and drove sales. Maybe you could apply the ABC.
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Methodology at our company and drive our sales. Right. So again, look at that. That’s been happening for a long time.
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Embedding that and what is that that’s the exact same skills on demand. We’re talking about and I think more and more. And we’re certainly hearing this from the executive position.
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Less than less resumes are becoming irrelevant right machines are filtering. These are not really looking at them, they’re looking for key words are looking for structures and certainly there’s a way to gain the system.
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I know there’s consultants out there that work with you on that for the higher level positions. It’s all about your network. It’s who you know. And we talked about that on the show. Right. Who do you know
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How do they know how does that network you with people we we apply this in multiple places and nothing different when you’re looking at your resume. Right, so
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You want to really talk to the top level people don’t just circulate resumes, get out there and network. Talk to people.
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Talk about those skills on demand. That’s what the executives going to want when they’re hiring when they’ve got a when they’ve got when they’ve got money.
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And they’re ready to hire their want somebody who’s going to deliver results for low cost. How do you show them that you can deliver more results and what you cost.
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It. You’re a better value of other candidates. So you’re out in the job market now or in the future. That’s the key show ROI return on investment.
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Investment being the mountain salary, they’re paying. How can we get an immediate return. How can you plug in an organization and do more with skills do you have that can be immediately applied.
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And in a worst case scenario, you want to talk about the skills you have from the past and how they can be tweaked and adjusted with minimal education or minimal additional work.
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To be really relevant employer. That’s what people want. They want really delivered results that that are going to drive their bottom line. So think in terms of that.
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Folks, our goal is to wake people up. I hope that you like, comment and share let your friends know about the show. Let them know it exists.
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Tell them tune in for future episodes will be covering a variety of topics as we have about planning and the future of the business and the world so
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We have a comment contests, or drop your comments, wherever you are. We’re looking for interns. So if you are a motivated individual
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Let us know. We would love to hear from you. And we want to see, you know, how we could work together and you can learn more about the intern program at planning done right.
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comm slash interview so go check that out. You could see me as the are Sean are Sean McBride, you’ll find me on LinkedIn. That’s my primary social media channel, most likely, that’s where I spent most of my time.
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You’ll also find me on Facebook as as our Sean McBride fans and audiences have a great page there with a lot of past videos and other things.
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You will also find me at Twitter under McBride for biz. So I welcome connecting with you on social media. I hope you’ll follow. I hope I can provide additional value to you in the future through your journey into the future of business.
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So feel free to reach out. We remind you, I do not do investment advice or legal advice on the show. Those are items that you should consult your own advisors for very important you get individualized and particular eyes advice for that. That really matches your situation.
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I want to congratulate you on doing the hard work. I mean, we are talking about big things, things that a lot of people are not facing. They’re not dealing with the reality of the future of business.
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But you are. And I’m proud of you for doing that. And for making big investments in yourself so
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Keep at it. Keep doing those things keep moving along thinking critically about where we are now where we’re headed in the future, what the market looks like because that makes a big difference.
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In where we end up that so think about how that works. And think about what the future is and keep doing that hard work.
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For for your future and let us know in the comments how we can help you get where you’re going. So I’ll be looking for that I remind you there’s past videos that future done right calm.
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And additionally, what you can see at future done right calm is upcoming episodes. So we have links to the people that will be joining us
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And what that looks like. So check us out at future done right.com and make sure you can join our email list as well at future done right calm.
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Alright folks on the show. I really appreciate you joining me today look forward to your comments and I hope to talk with you all very, very soon.