TED Talks Daily - Sunday Pick: Fixable Live - A conversation with Scott Galloway

Episode Date: June 16, 2024

Each Sunday, TED shares an episode of another podcast we think you'll love, handpicked for you… by us. Today we're sharing a special episode of Fixable, hosted by top leadership coaches Anne Morriss and Frances Frei.Recorded live at TED 2024, Anne and Frances sat down with NYU professor, entrepreneur, best-selling author, and celebrity podcaster Scott “Prof G” Galloway for a fascinating conversation on loneliness, resilience, inclusion in the workplace, raising healthy boys, and what it takes to be personally and financially successful. Stick around to the end to hear how Scott learned to cry and moving answers from an unexpectedly emotional audience Q+A. To hear more from Scott, check out his TED Talk recorded the same day at https://go.ted.com/scottgalloway24.Transcripts for Fixable are available at https://go.ted.com/fixablescripts.Get more Fixable wherever you get your podcasts. If you want to BE on Fixable to get advice on your workplace problem, email [e-mail] or call the Fixable hotline at 234-Fixable (that's 234-349-2253).

TED Audio Collective. Hey, TED Talks Daily listeners, I'm Elise Hu. Today we have an episode of another podcast from the TED Audio Collective, handpicked by us for you. If you've been a fan of TED for a while, you might know who Scott Galloway is. He's a professor at NYU, the host of the Prof G Show podcast,

and he gave one of the most popular TED Talks of 2024 so far. At this year's conference, he also participated in a live discussion with the hosts of Fixable, Anne Morris and Francis Fry. They talked about a little bit of everything from what it takes to be professionally successful to how Scott learned to cry. We're so excited to bring that conversation to you now. If you want to hear more discussions with Anne and Francis, you can find Fixable wherever you get your podcasts. Learn more about the TED Audio Collective at audiocollective.ted.com. Now on to the episode, right after a quick break.

Support for this show comes from Airbnb. If you know me, you know I love staying in Airbnbs when I travel. They make my family feel most at home when we're away from home. As we settled down at our Airbnb during a recent vacation to Palm Springs, I pictured my own home sitting empty. Wouldn't it be smart and better put to use welcoming a family like mine by hosting it on Airbnb? It feels like the practical thing to do. And with the extra income, I could save up for renovations to make the space even more inviting for ourselves and for future

guests. Your home might be worth more than you think. Find out how much at Airbnb.ca slash host. AI keeping you up at night? Wondering what it means for your business? Don't miss the latest season of Disruptors, the podcast that takes a closer look at the innovations reshaping our economy. Join RBC's John Stackhouse and Sonia Sinek from Creative Destruction Lab as they ask bold questions like,

why is Canada lagging in AI adoption and how to catch up? Don't get left behind. Listen to Disruptors, the innovation era, and stay ahead of the game in this fast-changing world. Follow Disruptors on Apple Podcasts, Spotify, or your favorite podcast platform. I want to tell you about a podcast I love called Search Engine, hosted by PJ Vogt. Each week, he and his team answer these perfect questions, the kind of questions that, when you ask them at a dinner party, completely derail conversation.

Questions about business, tech, and society, like, is everyone pretending to understand inflation? Why don't we have flying cars yet? And what does it feel like to believe in God? If you find this world bewildering, but also sometimes enjoy being bewildered by it, check out Search Engine with PJ Vogt, available now wherever you get your podcasts. Hey, everyone. Welcome back to another week of Fixable. We have something really special for you today. A few weeks ago, Frances and I traveled to Vancouver to attend the TED conference. And while we were there, we taped a live episode of the show,

our very first live episode. Our first, but not the last. Oh, it's far from our last. It was too much fun. We had a really good time. And we had a special guest with us who we will introduce in just a minute. But we got to talk about some really interesting aspects of life and leadership and the world right now. Yes, I think we've covered DEI, masculinity, Gen Z in the workplace. The big three, baby. Yes, in a shocking turn of events, we also covered the power of emotions, something our listeners know I care a lot about. So today we're sharing part of that conversation with you, and hopefully we'll get to do another live show sooner rather than later. So stay tuned.

Well, Scott Galloway, welcome to Fixable. Thanks for having me. And congratulations on your fabulous talk. Go on. Go on. I'm so desperate and addicted to your affirmations. So, Daddy, can I have some more? Yeah. For our listeners and for anyone who missed it, you really just killed it up there.

So how this is going to work, this is actually our first live show. So thank you all for being part of this experiment. Anything can happen up here. And we're going to talk for a while. Then we're going to do some direct live Q&A with the audience. So we want to start by saying nice things about you, Scott, if you'll indulge us. We are very big fans of yours, like most lesbians. Thanks for saying that.

Ladies who love ladies also love Scott Galloway. Oh, that's so nice. Thank you for that. And I want to come back to that with a serious point before this conversation is over. But let's start with who you are for the record. You're a professor at NYU Stern. You're a best-selling author. You have a new book dropping momentarily. The Algebra of Wealth, A Simple Formula for Financial Security. You're a founder, advisor to countless organizations. You've been on the board of some of our most iconic companies, including New York Times. You are a beloved podcaster, best known for Prof G and for co-hosting Pivot with celebrity lesbian Kara Swisher. And you're a husband, father of two growing boys. Is there anything you want to add to that list?

Any plot points we missed before we dive into this? No, I just want to say I'm really enjoying this podcast so far. Scott, as you play all of these various roles in the world, it seems like you are driven by a higher mission, a purpose, something bigger than yourself right now. Is that how you think about your work and how would you articulate your mission? It's not as noble as you're saying. My first obligation is to me and my family. I've been very driven by economic success. And I'm not proud of that. I didn't grow up with a lot of money. So from day one, I had two goals. I wanted to be rich and awesome. Literally, that's what I wanted. And then I got one of those things. I got blessed at a fairly early point in my life with, okay, I have some reasonable semblance of economic security.

What do I want to do? I decided I wanted to teach. The thing that's been really super rewarding is falling into this topic of struggling young men. It's like you find something and it just resonates. You see the data and you think people aren't talking about it. And it was like putting on something that felt so comfortable for me because I was one of those men, right? Growing up, I didn't have a great deal of economic success. I didn't have a lot of romantic success.

And I thought if I faced the same incredibly well-resourced technology companies trying to convince me to have a reasonable facsimile of life behind a screen with algorithms, that I didn't need a job. I could trade crypto on Coinbase or trade stocks on Robinhood. That I didn't need to go out and take the risk of finding friends. I could find them on Reddit or Discord. it or discord, that I did need to endure the rejection and start working out and have a plan such that I could be attractive to women and endure the rejection that is inevitably part of mating. I just could have been one of these guys. I relate to these young men. It's like there by the grace of God goes I. So I can speak to it, I think, with some relevance. And I just saw a tremendous opportunity.

There's so many advocates for so many groups. And because people who look like me have had so much advantage for so long, there's a lack of empathy despite the data for just how much young men are struggling, that they're paying for the sins of the advantage that I had and my dad had. But if you look at the stats, three times as likely to kill themselves, 12 times as likely to be incarcerated. In the U.S., they're going to have two to one female to male college grads. It's also really bad, in my view, for women, because women, if we're going to have an honest conversation around mating, at least in the hetero world,

women mate socioeconomically horizontally and up, men horizontally and down. And the pool of men who are horizontal and up is shrinking. And some of that is a huge victory because women are doing really well. And we should do nothing to get in the way of that. The thing I saw was that there was this unproductive conversation because of this void filled by what I call the manosphere, where it was just thinly veiled misogyny. It starts offline. They highlight the problems, and then they talk about being fit and taking control.

And then it just comes off the rails, and they start talking about women as if they're property and that you need to show off your masculinity by getting things. Yeah, it's a slippery slide. And then, oh, and take my crypto university course. So I thought there was an opportunity for, okay, how do we start talking about an aspirational vision for masculinity that says empathy is not a zero-sum game.

Gay marriage did not hurt heteronormative marriage. Civil rights did not hurt white people. So being an advocate for young men who are facing real issues is in no way anti-women. This is when a man has failed, is when he starts blaming women or he starts blaming immigrants. Then you know we've lost him

and that he has given up on a truly modern form of masculinity. So I just, I saw an opportunity. It felt good. And it resonated with the marketplace. And it just kind of come organically. Let's talk about DEI for a second. Sure.

Just to get the crowd warmed up. We'll go to the easy stuff first. Yeah, yeah. It seems like DEI at its best, and we get pulled into a lot of these conversations. It seems like this work at its best really is about making workplaces fair and inclusive for everyone on the payroll. And one of the things that I think we get stuck on, and for instance, I want to get you in here, is that there should be just tremendous room for common ground here.

Not only because the goals are shared, but when you actually do get it right, everybody wins. How do we talk about it or do this work in a way that really does bring more people into it? Professor? We wrote an op-ed for the New York Times with our colleague, Kerry Elkins, that said, you know, the mistake that the critics of DEI get is it works. Like all of the progress you were talking about, it all happened because people understood the demographic tendencies associated with success. They didn't want to have outcome-based success. I've never met a DEI program that wants her to be outcome-based.

It's all equal access. We've been having unequal access. To me, I think there is all of this common ground, but I don't think that that's what's behind the desire to tear it down. I think the desire to tear it down has much more to do with misogyny and much more to do with racism. We always want to step over race, always want to step over race and get to someone else. And it's the stain on this country. We have never stopped and confronted what our issues are with race. So I find there to be simmering misogyny and racism, and I don't find it any more complicated than that. And I adore people who want to go towards the socioeconomic. I grew up poor as well.

But please stop stepping over race to get there. It's the wrong thing to do. I mean, one of the things that I get stuck on is when we actually get into the trenches of doing this and roll up your sleeves and do the work of trying to make organizations better, there is real progress you can make within the constraints of changing organizations. I mean, there's a famous statistic

that 70% of change efforts fail. So great. So DEI is tracking roughly to that 70%. But you don't throw out the goals of the work. You learn from the 30% that is working. And it feels like there's just an absence of grace and an absence of charity and compassion around this conversation right now that feels like it's, it's, there's something else going on, that there's something else going on. And just back to where we started, the, the, to me, it's the opportunity cost that is so painful because you speak to young men in crisis and when this work is done well, they are brought into the fold and given opportunity that they didn't have before. And so I think the frustration

that we are both feeling right now is that we're getting so distracted by the conversation about DEI that we're stopped putting energy into actually making progress on it. I think there's so much nuance here. I think it's such an interesting, I love the word you use, grace. That we shouldn't be afraid to talk about this and you say something not elegant or I say something not elegant and that person is canceled

or that we shame them and we get virtue points for shaming them. Because first off, I'm the beneficiary of affirmative action. I got Pell Grants. I had unfair advantage. Me too. Raised by a single immigrant mother who lived and died a secretary. Our household income was never over $40,000. And so I feel passionate about that. And also if you're born, and this is

wonderful. In America, I believe now you have more advantage or less disadvantage if you're born gay or if you're born non-white than if you're born gay or if you're born non-white than if you're born poor. And it didn't used to be that way. The academic gap, achievement gap in 1960 was double between black and white than between rich and poor. And now it has flipped. And there's this wonderful progress that it's not as tightly correlated any longer about race or sexual orientation. So my view is, all right, do we need to recalibrate what it means, the criteria for who we advantage or disadvantage? And where I think we can come together is that about 70% of those criteria overlap.

But if you're from a non-white family where there's two parents and mom is a baller at her law firm and making a shit ton of money, that kid has a greater likelihood of attending college than some white kid from Appalachia. So I think we can come together and say, look, the key is to recognize some people have disadvantage through no fault of their own, but also recognize that things have changed. I don't know how much time you spend with professional DEI professionals or DEI parts of organizations. They're amongst the most compassionate people, big tent people. They care about socioeconomic. They care about veterans. They care about race. They care about gender. So this straw man of DEI cares only about this, and they will somehow advantage. And by the way, I've never seen these groups advantaged. I've

just seen the disadvantages closed for attempting to do it. But DEI is big tent. And what you're arguing for is big tent. That's the part that I genuinely don't understand is we seem to agree and yet we want to tear down the very thing that in its absence, it's going to be hard to take care of people that are disadvantaged. They say it's for big tent reasons, take care of people that are disadvantaged. They say it's for big tent reasons, but literally they've not spent any time with any of the DEI professionals I've spent time with, which is at almost every large company in the world. So I don't understand the vitriol behind it,

which is why I think there's something cruel behind it. I don't think it's a, it doesn't feel logical to me. Well, I think you have to discern between, so for example, where I think some people have made the mistake is they like the attention, they get accolades from people, and then they decide that they're going to go after all DEI without understanding nuance. I think DEI still has relevance in corporations. I don't think corporations have come as far as campuses. You know, when there's, what is it? There's more CEOs named John than female. I think women just caught up to John.

Just caught up to John. So what that says is, all right, but if you look at people under the age of 30, women have made huge progress on almost every level. Sometimes they're actually superseding them because they're getting more educational attainment. But something happens, and what I think the data reflects is once you decide to leverage your ovaries, wham, the corporate world doesn't like you. Once a woman decides to have kids, she goes to 77 cents on the dollar. That means there is neither a quality of opportunity or a quality of outcomes. So I think DEI still has a place in corporations. I would argue, Professor, that at most universities, we have done a pretty good job. And again, I go back to UC, that I think it's going to be a more productive conversation where we can all agree

on getting to a similar place where there's more support universal around alumni and faculty, where it's based on income as opposed to based on visible characteristics. I also think it does harm to people of color when their classmates sometimes often question if and why they're there. I think that they pay the price for that. So I think it requires a lot of nuance. Let's talk about those young people graduating, going into the workforce. There's a lot of chatter about Gen Z at work, and we got a lot of great questions about what do I do with my Gen Z employees. Do you find that this is truly a different generation?

I mean, to me, it feels like they just have the courage to ask for things that we should have asked for. It's a double-edged sword. For the most part, they're a superior generation. Evolution works. They're more facile with technology. They understand the world better. They're more civic-minded. They're more social-minded.

They're also, I find, more emotionally fragile. And that because of over-parenting, helicopter parenting, which I'm capable of, because of social media, because we clear out the obstacles for them, by the time they get to college, they have a bit of a princess in the pea syndrome. And that is, the first time they get their heart broken, the first time they get a C, the first time they face some sort of injustice, they have real issues. I think they're too emotionally fragile. I love what the dean or the chancellor of Michigan State put up, the banner on freshman orientation. She put up a banner that said, if words offend you, call your parents and tell them you're not ready for college. You know, I get so, I used to get so many emails from department heads about microaggressions. And I thought, isn't the point that we're supposed to turn them into warriors? That they're supposed to really, and by the way,

let me just interrupt for a second. So how does, how do organizations do that? Because there are all these companies and teams absorbing this generation. How do leaders build resilience in a very practical, this is a show called Fixable. So in a very practical way, how do leaders of teams with Gen Z team members build resilience in this newest generation in the workforce? Well, I think you're going to forget more about this than I'm going to know. I am somewhat cynical about a corporation's role. What I have found is, generally speaking, for-profit companies are so good in America at making money, they should be trusted to do nothing else. I don't think social media is going to protect our children. I don't think they give a flying fuck about your kids. Or let me put it this way. I think they're amoral. I don't think they're bad people. I think they're amoral. I think their job is to make money, and they will make a series of incremental decisions on the path to hell,

such that they can become rich, and America to be rich is to be loved. It's to be respected, admired, have a broader selection set of mates, give your kids health care so you won't make incremental decisions that end up hurting other people that maybe aren't in your neighborhood. We need laws. We need laws that said we're going to sue your company if you discriminate. We're going to sue your company if you send a 14-year-old girl who's having suicidal ideation an email saying here's some images on suicide we thought you might like. And the email includes images of nooses, pills, and razors. That happened in the UK. So this notion that we're going to call on CEOs better angels and that they're going to become social engineers, you want to be a good company. You want to be good in the community.

But I think we need less virtue signaling from companies and less expectations from them, and we need more laws. I just don't trust companies to figure this shit out. I trust them to put out Instagrams saying, Black Lives Matter. Okay, what does that mean? Or to stand up and say, I recognize we're on hallowed grounds of Native America. Okay, you're going to give it back? If not, shut the fuck up. So I think we need more laws, but I'm a bit cynical about companies as this whole Bono red agents of change. I think their job is to provide people with economic security. And I think it's our job to have laws to ensure that if you are making less money because of your gender or your sexual orientation, that we hit that company really hard in court. I mean, really hard and create an algebra of deterrence that says, accidentally, unwittingly, if you're paying this group less, we're going to really hit you so hard such that you put in place the practices to

ensure it does not happen again. But I think we fetishize these corporations and their leaders so much that we expect their better angels to show up. And every new, Sam Altman, the hushed tones, I'm worried about AI. Yeah, we should think about that. I've seen what this can do. I'm really concerned. We've had 40 congressional hearings on child safety online. We've had zero laws. But we think Sam Altman's going to be different? We can't trust these people. We can trust them to do what they're good at, which is make money.

So I find a lot of these initiatives, quite frankly, are virtue signaling and aren't that effective. I think we need laws. All right. So we're going to go to the audience for questions. Yeah, we're going to go for it. So this is our last question. And then we're going to bring in our fabulous TED audience. This is my serious question about your lesbian fan club. And this is my theory of the case. All right. One of the gifts of being queer, and...

There are many. There are many, for the record. But you have more freedom to stand in front of the list of human attributes that the world has labeled masculine and feminine and decide what's going to work for you. Yeah. You are fiercely competitive. You have lots of protector energy. You're also very willing to cry in public, for example. You seem to have given yourself this same freedom, which in my experience is quite rare. You're being generous. As lesbians, we applaud you. Game recognizes game. But what made that possible for you? I never thought that crying would be such an attribute. I didn't cry from the age of 29 to 44.

I didn't cry when my mother died. I didn't cry when I got divorced. I didn't cry when my company went chapter 11. For 15 years, I didn't cry. I forgot how. And my biggest fear, I think about death a lot. It's actually quite empowering. My biggest fear is I'm at the end and I struggle with anger and depression, which means I'm in the past too much. I have trouble forgiving myself. I did made a couple mistakes on stage today. I'm going to beat myself up all fucking night tonight. I won't be able to forgive myself. I'll feel good. I'll go online and I know I can tell by the vibe that I'll get a bunch of nice compliments. I'm too addicted to other people's affirmation. It's really pathetic. You're human, Scott. You're human. For God's sakes, I'm 59 at some point. I'll just need me. But my fear is I'm so stuck in the past

and I'm so in the future all the time because I'm successful. And to be successful, you have to be constantly thinking about the future, that I'm never actually here. And you get to the end of your life and you think, okay, unbelievable prosperity, people that love me that I loved immensely, was never there. Never there. And one of the ways that I have discovered I can slow down and be in the moment is to really lean into my emotions.

When I find something funny, I force myself to laugh out loud. I have a weird, unattractive laugh. But it informs what I find interesting. When I'm inspired by something, I stop and I think, why does this move me? I'm much more emotive. If I see a guy who looks cool,

I'll go up to him and say, I just think you look so fucking cool, boss. And it puts me in the moment and it makes me, it's like, okay, I'm finally living my life because I can register those emotions. So my advice to people, especially men, is if you aren't leaning into your emotions, if you aren't inspired,

if you're not laughing, if you're not just loving the shit out of sex and communicating how much you're enjoying it, if you're not crying, you're not really here. I can guarantee you at the end of your life, you're not going to go, geez, I wish I'd cried less. I wish I'd laughed less. I wish I'd laugh less. I wish I'd told people how cool I thought they were less. So for me it's like cathartic. It's like fucking finally I'm living my life. Did you make a decision? What happened at 44? To start crying again. It wasn't any one thing. And I don't know if you feel this way. I'm going to start crying. You just brought out the man in me. I'm going to I'm unleashed. Support for this show comes from Airbnb. If you know me, you know I love staying in Airbnbs when I travel. They make my family feel most at home when we're away from home. As we settled down at our Airbnb during a recent vacation to Palm Springs, I pictured my own home sitting empty.

Wouldn't it be smart and better put to use welcoming a family like mine by hosting it on Airbnb? It feels like the practical thing to do. And with the extra income, I could save up for renovations to make the space even more inviting for ourselves and for future guests. Your home might be worth more than you think. Find out how much at airbnb.ca slash host. Well, we got a bunch of great submitted questions, but I want to reward people who showed up here. So if you have a question, raise your hand. We have some lovely mic runners. And please introduce yourself. My name's Chad Byrne. I'm a long time to the stern. I'm just so thrilled that you're here. Thank you for

organizing this. Thank you. There's a statement in our culture, at least in America, that I grew up with, which is no pain, no gain. How do you feel about suffering? Do you think you have to suffer to be successful? Well, okay. So I do a survey of my kids. When I say my kids, I mean my students every year. How much money do you expect to make by the time you're 30? And they expect to be in the top 2% of income earners by the time they're 30. And then they use the word balance. And I'm like, okay. Do you have rich parents? No. Give up on the balance part. I'm not suggesting you can't stay fit.

I'm not suggesting you can't find a mate. I'm not suggesting you can't have a good time. But unless you're smart enough to be born rich, if you want to be wealthy in a competitive economy, plan to do pretty much nothing but work for 20 years. That's what I found. I've had periods in my life where I've had balance, been in great shape, good relationships. That's usually when I'm losing money. And from the age of 25 to 45, I'm not proud of this. I did nothing but work. I mean, almost nothing. I tried to work out. I still found time to drink and try and have the

occasional mating opportunity. But for the most part, I just worked because I wanted economic security. And what I tell young people is they can have it all. They just can't have it all at once. And so have a sober conversation with yourself. And by the way, I'm not saying that's the right way. It was my way. It cost me my hair. It cost me my first marriage. It cost me a lot of stress. And it was worth it because now I have a great deal of balance in my life. And so I just suggest all young people have an honest conversation around the trade-offs. You can have it all. You just can't have it all at once. You know, Jay-Z followed his passion and got rich. Assume you are not Jay-Z. That's a great question.

I've got two kids that are 10 and 12. And it dawned on me, I'm 52, it dawned on me about a year ago, I was sitting in a case study class with Harvard Business School folks, and they were teaching us about authentic leadership and ethics and diversity and all these great things about how to run great companies. And I was like, man, I've been pretty successful in my life. I'm just learning some of this stuff now.

What if I learned this when I was my kid's age? What if I learned this when I was 10, when I was 12? So I started sharing some of those concepts with my 10 and 12-year-old and found they could grok it. And I'm just curious, you know, two things. One, what's something you wish you knew when you were 10 or 12 that would have helped you have been a better leader? And how would you have taught it to your kid or to yourself or to the kids that you were surrounded with? If there's one skill, someone asked me, I was going to go to business. If there's one skill I could give my kids, it would be not computer programming or STEM or biology or Mandarin or anything.

I try and teach them, and I'm trying to do this with my kids, to be storytellers. I think that is the skill that stands up to the test of time. You want to be an entrepreneur, you've got to be a great storyteller. You want to score above your weight class romantically, you've got to have a good rap. And your ability to communicate your ideas in a compelling way to either raise money, to handle difficult situations with people, to attract someone of high character, to be friends, it comes down to storytelling. So that is the one skill I'd want to give to kids.

But, you know, I mean, I have teenagers all the time calling me and asking me for advice. My 16-year-old has never asked me for advice on almost anything. And it's kind of heartbreaking. It's like, do you know how important I am among young men? So I don't know.

I would just want to tell myself, you know, figure out storytelling and everything's going to be fine. You guys have any thoughts? We have sons. The conversation we've been having recently around the dinner table is about comfort with discomfort being the ultimate superpower and that all of their hopes and dreams are in the zone of discomfort. And so if they can get even a little bit more comfortable with even the physicality of being uncomfortable, then life opens up in dramatic ways. I love that. So just along the lines, the thing I love about it, I don't know if you're encouraging your boys to do sports or kind of competitive academic, whatever it is. The thing I took away from crew was at some point, it was such a gift to me,

and I was easily the worst athlete at UCLA, is that at one point, the air coming down your esophagus is literally on fire. You can't feel your legs. You are about to pass out. I'm not exaggerating. You're about to pass out. That's at 800 meters, and you go to 2,000. And what it gave me was that when I'm really, like, so depressed, I see no way out. I'm at my limit. I cannot work any harder. I cannot take this emotional disappointment anymore.

I'm so upset at myself. I just can't handle it anymore. What crew and sports gave me as a young man is I realized when you're at that point, you're actually about at a third of your limit. Yes, our older boy decided to wrestle this year. It's a great sport. It's a great sport. Rough as a mom to watch your boy.

It's a great sport. It's very hard to watch because he would just go and get the shit beat out of him. He's never been happier. He's never had more confidence. It's amazing. Now he does pull-ups every night until exhaustion. It's been the most amazing thing. Love that.

People often say, what's the key to your success? I'm like, rejection. I ran for sophomore class president, junior class president, senior class president, lost all three times based on my track record. I ran for student body president where I went on to, wait for it, lose. Applied to nine schools, got into one, wait list. I mean, rejection. Oh, my God. I can't tell you how many women have rejected me.

And that's the key, never losing your sense of enthusiasm. And so your son, the fact that he's losing wrestling matches and is still enthusiastic about it, that is a gift. That is a gift. That's what I tell him every morning at breakfast.

Send him back out there. Bring home an L. Bring home another L. Go get it, big guy. Go get it. That's great. All right. Well, I think we have to wrap there. Go get it. That's great. All right. Well, I think we have to wrap there.

It's a great way to end. Thank you. Scott, you're a total star, and it was our privilege to host you on the stage and on the show. Thank you. Thank you, everybody. Thanks, everybody. Bye-bye. Thanks for listening. If you want to figure out your workplace problem together, please send us a message.

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