The Question Every Leader Should Be Asking Their Team

Summary

Podcast Summary: The Dream Dividend

Host: Trinity One Consulting (Kevin Patrick)
Episode: The Question Every Leader Should Be Asking Their Team
Date: March 7, 2026

---

Episode Overview

This episode of The Dream Dividend dives into a quietly revolutionary idea: organizations achieve the greatest returns—retention, productivity, profitability—when they seriously invest in their people’s personal dreams, not just their performance metrics. The central question explored is disarmingly simple, yet largely ignored in modern workplaces: What do you want? Through real stories of a custodian, an executive, and a software engineer, the host exposes the untapped power and impact of the Dream Manager methodology—a system that operationalizes asking about and supporting employees' dreams across 12 rooms of a whole life.

---

Key Discussion Points and Insights

The Wrong Question Organizations Keep Asking

• Companies have spent billions on engagement and retention strategies, but engagement hasn’t moved in 20 years. The typical question (“How do we make employees more engaged?”) is the wrong one.
• Insight: Most employees aren’t disengaged from work—they’re disconnected from their own dreams, because nobody ever asks about them.

  “Most people aren't disengaged from work. They’re disconnected. From their own dreams.” (Narrator, 05:10)

Introducing the Dream Manager Concept

• A company creates a role: the Dream Manager, whose only job is to help employees articulate and pursue their personal dreams, spanning 12 dimensions (“rooms”): physical, emotional, intellectual, spiritual, psychological, material, professional, financial, creative, adventure, legacy, character.
• The Dream Manager methodology starts with helping people fill a blank page with dreams across these categories.

Three Transformative Stories

1. The Custodian: Permission to Dream ([06:00–13:00])

• A custodian with 27 years on the job had never been asked about his dreams and initially can’t write down a single one. After three months of Dream Manager sessions, he records 47 dreams.

• Dreams range from the simple (“run a 5K,” “tell his daughter he’s proud of her”) to surprising—starting a cleaning supplies business built on his hard-earned expertise.

• The company becomes his first client, fundamentally reshaping his trajectory and the company’s culture.

• Result: Company turnover drops 60% in a year—not due to perks, but genuine, structured investment in employees as whole humans.

  “His employer doesn't just encourage the dream—they become his first client... A company invested in a person's dream, not their job performance, not their quality metrics, their dream.” (Narrator, 10:00–11:10)

2. The Executive: The Leader’s Vulnerability ([16:32–20:40])

• A CEO who championed the Dream Manager program for her 3,000-employee company is stumped when asked about her own dreams outside of work—her “professional room is a mansion... and every other room, she hasn’t walked into in years.”

• When she vulnerably shares her neglected "rooms" (creative, adventure, character) with her leadership team, it encourages everyone else to be honest as well. This authenticity transforms the program from a checkbox benefit to a true culture shift.

• Lesson: Leaders have to model whole-person engagement for the program to work.

  “The executive who can't dream can't lead people towards theirs. It's not a nice to have. It's a structural problem.” (Dream Manager, 17:25)

3. The Engineer: Running Without a Framework ([20:32–24:17])

• A high-performing engineer burns out, leaves her job, and travels the world for 18 months, only to feel just as directionless. A friend (and certified Dream Manager) introduces her to the 12 dream rooms, giving her a framework for her life.

• She realizes she’d simply switched which “room” was overdeveloped (adventure now, professional before) without addressing the rest.

• Through small, intentional steps, she brings balance and eventually returns to her field, not to escape, but to build towards her whole life.

  “When you leave without a framework, you just rearrange the imbalance... The 12 rooms didn't give her answers, they gave her a map.” (Dream Manager, 22:47–23:09)

Why “What Do You Want?” Is the Real Leverage Point ([24:17–25:45])

• This question, especially when underpinned by a structured methodology, is more effective than any engagement program or perk. It turns employees from functional roles back into creative, engaged humans.

  “It's four words—what do you want?—But the act of asking it with intention, with structure, with 12 categories that give the answer architecture, is the most powerful intervention.” (Dream Manager, 25:00–25:11)

EOS, Systems, and the Human Dimension

• Integrating Dream Manager methods into EOS (Entrepreneurial Operating System) frameworks makes company “people systems” honest and three-dimensional, going beyond KPIs to the real diagnostic—how is the whole person doing?

  “Dreams without systems are wishes. Systems without dreams, simply prisons.” (Dream Manager, 14:55)

The Business Case for Dreams ([25:48–26:14])

• Companies that treat employees like whole people have lower turnover, higher engagement, and better performance—not just because they're “nice,” but because it's strategically smarter.

  “Companies that treat people like whole human beings don't just feel better, they perform better—with 60% less turnover, higher engagement, more innovation, and better retentions. Not because they're nicer, because they're smarter.” (Dream Manager, 25:51)

---

Memorable Quotes & Moments

• On unlocking dreams:

  “Most people have stopped dreaming... not because they don't have dreams, but because nobody has ever treated them like a whole human being with a life worth designing.” (Narrator, 06:15)

• On structural impact:

  “That's not generosity. That is architecture by design.” (Dream Manager, 11:15)

• On leadership and authenticity:

  “If the leader hasn't done the work, hasn't walked into her own 12 rooms, hasn't been honest, hasn't modeled vulnerability, then the program is a benefit, not a belief. And people can smell the difference.” (Dream Manager, 17:25)

• On the power of a simple question:

  “It's four words—what do you want?—But the act of asking it with intention, with structure, with 12 categories that give the answer architecture, is the most powerful intervention.” (Dream Manager, 25:00)

• On the future of work:

  “The future belongs to leaders who stop managing people like assets and start investing in them like humans. See you next time. And remember, dreams aren't frivolous. Ignoring them is.” (Kevin Patrick, 29:27)

---

Important Timestamps by Segment

• Blank Page Exercise Story Introduction: [00:23]
• The Billion-Dollar Engagement Problem: [04:50]
• The Custodian’s Dream Journey: [06:00–13:00]
• Turnover Drops 60% After Dream Manager Program Launch: [12:00]
• The Dream Manager’s 12 Rooms Explained: [08:30]
• Role of EOS Integrator: [13:45–16:00]
• The Executive’s Vulnerable Leadership Moment: [16:32–20:40]
• The Engineer’s Burnout & Rediscovery Arc: [20:32–24:17]
• Why “What Do You Want?” is Central: [24:17–25:45]
• Business Results & The Dream Economy: [25:48–26:45]
• Closing Challenge & Next Episode Preview: [27:06–29:16]

---

Looking Ahead

This episode sets the foundation for the rest of the season, promising deep dives into the 12 dream rooms and organizational stories of transformation. The message: Creating environments where leaders and employees are encouraged—and systematically supported—to dream is not fluff. It's the core architecture of the next, more human-centered economy.

---

If the episode made you uncomfortable, “good. That means you are paying attention.” (Kevin Patrick, 29:27)

Transcript

[Podbean Announcer]

Podbean, your message amplified.

[Podbean Promoter]

Ready to share your message with the world? Start your podcast journey with podbean.

[Podbean Announcer]

Podbean, the AI powered all in one podcast platform.

[Narrator]

Record, edit, optimize, publish, distribute. Thousands of businesses and enterprises trust Podbean to launch their podcasts.

[Podbean Announcer]

Launch your podcast on podbean. Today.

[Narrator]

A man is staring at a blank sheet of paper. He's been asked to write down 100 James. He can't think of one. He's 43 years old. He's been working since he was 16. 27 years of showing up, clocking in, doing the job, and nobody, not one person in 27 years has ever sat across from him and asked, what do you actually want?

[Kevin Patrick]

The business world is obsessed with productivity hacks, efficiency models and the next big framework. And it's all missing the point because the real edge, it's been dismissed as soft, irrelevant, unprofessional. This is the dream dividend, where we're done apologizing for putting people before process. And the ROI speaks for itself. Time to break some rules. Here's your host, Kevin Patrick.

[Narrator]

Not what does the company need, not what does the role require, not what are your quarterly goals? What do you want? So he stares at the paper and the paper stares back. Now, while he's staring at that paper, let me tell you about two other people. The first is a woman in a corner office. 47 years old. 7 figure compensation. She just hired a dream manager for 3,000 employees. During the training, the facilitator turns to her and asks the same question and she goes blank. The CEO of a 3,000 person company cannot name a single dream outside of work. The second is a software engineer who already quit. Burned out 18 months of travel, Bali, Portugal and Costa Rica. Instagram looked incredible and she came home with nothing. Not broke, because leaving was never the answer. And she didn't know what the question was. Three people. A custodian, an executive, and an engineer. All with three blank pages and a question that's about to redesign next economy. One dream at a time. Here's something nobody talks about in business. We spend billions on engagement surveys, billions on retention strategies, and billions on perks. Free lunches, game rooms, unlimited PO that nobody actually takes, and engagement hasn't moved in 20 years. 20 years, billions of dollars. Same exact result. And we keep asking the same question. How do we make employees more engaged? Wrong question. The right question, the one that changes everything, is so simple, it's almost embarrassing. Most people aren't disengaged from work. They. They're disconnected. From their own dreams. Think about that. Not disconnected from the company mission, not disconnected from their manager, disconnected from themselves, from what they actually want their life to be. Because nobody ever asked. Your manager never asked. Your HR department never asked. And your performance review didn't have a section for it. I'm fairly certain your onboarding didn't include it. Your exit interview might have hinted at it, but by then it's way too late. I've been in organizations for years. As an integrator. I've sat in hundreds of meetings. Strategic planning, quarterly reviews, annual planning, people discussions. And in all those meetings, all those hours of diagnosing what's wrong, why performance is lagging, why turnover is high, I can count on one hand the number of times someone asked, do we even know what these people want? Not what they want from this job, what they want from their lives. We'll measure everything else. We'll track their KPIs, their customer satisfaction scores, their output per hour, their 360 feedback. We'll build scorecards and dashboards and accountability charts. And none of it, none of it includes the most basic question a human being can be asked. And here's the thing that breaks my heart. Most people have stopped dreaming. Not because they don't have dreams, but because nobody has ever treated them like a whole human being with a life worth designing. The architects of the next economy, every single one, started the same way. Someone sat across from them and asked a question that nobody had ever asked before. Let's go back to the man with the blank page, because his story is about to get interesting. The man staring at the blank page is a custodian. He works third shift at a manufacturing company. Mops floors, empties trash, cleans bathrooms. He's good at it. Reliable, thorough, but invisible. The kind of employee companies love because they never have to think about him. Then the company does something unusual. They hire a dream manager. Not a consultant or a coach. A dream manager. A person whose entire job, their whole reason for being in the building, is to sit across from employees and ask about their dreams and help them make progress. The dream manager walks the custodian through 12 physical dreams. Emotional dreams, intellectual, spiritual, psychological, material, professional, financial, creative, adventure, legacy and character. 12 rooms of a complete human life. And the instruction is simple. Write down as many dreams as you can. Up to a hundred.

[Dream Manager / EOS Integrator]

He laughs.

[Narrator]

A hundred. He can't think of five. And that's not because he's unimaginative. It's because 27 years of being treated like a function clock in Clean Clock out taught him that his dreams don't matter. Not here, not to anyone. The dream manager doesn't push the doesn't motivate. Just keeps showing up every two weeks, sitting across from him, asking the question. Three months later, he has 47 items. 47 spanning all 12 categories. In the physical, he wants to run a 5K emotionally. He wants to tell his daughter he's proud of her. More often financially, he wants to open a savings account. And on the creative side, he wants to learn how to play guitar. Now here's the surprising one. For an adventure, he wants to see the ocean. And one dream buried in the professional category. That nobody. He wanted to start a cleaning supply company. Think about that. The man mops floors for a living. And hidden inside that work, invisible to every manager, every performance review, every HR system, was an entrepreneurial dream. He knew cleaning, he knew products, he knew what worked and what didn't. He'd been unknowingly building expertise for 27 years. He just never had permission to dream about what to do with it. His employer doesn't just encourage the dream. They become his first client. Let me say that again. His employer became his first client. Now I want you to think about what just happened because it's easy to hear that as a feel good anecdote and miss the structural significance. A company invested in a person's dream, not their job performance, not their quality metrics, their dream. A dream that had nothing to do with the company's strategic plan. A custodian wanted to start a cleaning supply company that is not on any organizational chart and that is certainly not in any business case. Best thing. The company's response wasn't, that's nice, but focus on your role. The. The response was, how can we help you build that? That is not generosity. That is architecture by design. Because here's what happened next. And this is the part that matters for everyone listening. Not just custodians, not just people in manufacturing, everyone. Turnover at that company dropped 60% in the year after launching the Dream Manager program. Not because of his story alone, but because everyone in that building saw something they'd never seen before. A company that actually cared about the answer. And that changes everything. When people see that dreams are taken seriously, genuinely, structurally and systematically, they stop looking for the exit. Because for the first time, someone treated them like a person worth investing in. Think about what that means for recruitment, for retention, for culture. You don't need a ping pong table. You don't need beer on Fridays. You don't need Another all hands meeting where the CEO talks about mission and values. You need one person, one trained dream manager, who sits across from your people and asks a question nobody else is asking. And then you need the system to actually follow through. And that's where the integrator comes in. But we'll get to that. So remember the executive who went blank? Her story is connected to this one in a way I haven't explained yet. But first I need to talk about why the question itself is so powerful. Because it's not just a nice thing to ask. It's the most important diagnostic tool in organizational transformation. The dream manager methodology starts with the principle so simple it sounds naive. A company can only become the best version of itself to the extent that its people are becoming better versions of themselves. That's not a poster for the break room. That's design principle. Maybe the most important one for the next economy. Because most organizations do the opposite. They optimize the function and ignore the human. They build the role and forget the person sitting in it. They design performance systems that measure output and never once ask, what is this person building toward? What does their life look like? What rooms of their life are empty? And then they're surprised when the person leaves or disengages or does just enough to not get fired. Here's where my EOS integrator brain kicks in. In the entrepreneurial operating system, we have a concept. Right people, right seats. It's foundational. You need the right humans and the right roles for the business to thrive. Right? But here's what I've learned after years of integrating these systems. You can't know what right means if you don't know what the person is building toward. You can put someone in the perfect seat, and if every room of their life outside of work is condemned, they're a flight risk. Not because the seat is wrong. Because the whole house is falling apart. The dream manager conversation is the missing input. It's the diagnostic that makes the accountability chart honest. It makes the people analyzer three dimensional. And it takes the right person, right seat, from a slogan to a practice. Let me make this concrete. I. I've sat in quarterly planning sessions, level 10 meetings, annual planning, you name it. Where we're looking at the accountability chart and trying to figure out why someone is in the right seat and keeps underperforming. The data says they should be thriving. The skills match, the role fits. Everything on paper is perfect. And every time, every single time, when someone finally has a real conversation with that person, the answer is the same. Something outside of work is falling apart. Whether it be their marriage, a health scare, or a parent who needs care, or a dream that died and took their energy with it. EOS is brilliant at building systems. Meeting rhythms, scorecards, rocks, quarterly pulses. I believe in every one of them. But those systems measure organizational health. They don't measure human. And the organization is made of humans. The Dream Manager methodology is the leading indicator. The 12 rooms are the human scorecard. When. When someone is growing across multiple rooms, they bring that energy into every meeting, every project, and every decision. When every room except the professional one is condemned, you got a person who shows up as a function, not as a force. Dreams without systems are wishes. Systems without dreams, simply prisons. The dream manager provides the dream. The integrator builds the system that protects it. Which brings us back to the woman in the corner office. Because she's about to learn this the hard way. She did everything right. MBA, corner office, 3,000 employees. The the board respects her. The numbers are good. Compensation is in seven figures. She's the one who approved the Dream Manager program for her company. She saw the data, the retention numbers, the engagement score, the roi.

[Dream Manager / EOS Integrator]

Smart investment, good leadership. Then, during the facilitator training, the session where leaders learn the methodology before it rolls out to employees, the facilitator turns to her and asks the question, what are your dreams? 47 years old, she goes blank. Not uncomfortable blank, not modest blank. Completely and terrifyingly blank. She cannot name a single dream outside of work. Her professional room has a mansion. Her financial living is furnished, has.

[Narrator]

And every other room.

[Dream Manager / EOS Integrator]

She hasn't walked into any of them in years. Some of them decades. And in that moment, she realizes something

[Narrator]

that changes the entire trajectory of the program.

[Dream Manager / EOS Integrator]

The executive who can't dream can't lead people towards theirs. It's not a nice to have. It's a structural problem. If the leader hasn't done the work, hasn't walked into her own 12 rooms, hasn't been honest, hasn't modeled vulnerability, then the program is a benefit, not a belief. And people can smell the difference. Remember the honest failure we'll explore later this season.

[Narrator]

The company whose Dream Manager program collapsed

[Dream Manager / EOS Integrator]

postmortem revealed the same thing. The CEO never did his own 12 room. The program was something he offered to employees, not something he lived. But this executive, she doesn't make that mistake. She goes home that night and sits down with the 12 categories alone, Pen and paper. No facilitator, no audience. And she does something terrifying. Her legacy room says she wants to be remembered. A great mother but her adventure room is blank. Her spiritual room is empty, and her creative room just has flat out cobwebs. She's 47 years old and the rooms that would make her a whole person,

[Narrator]

the rooms that would make her a

[Dream Manager / EOS Integrator]

better leader, are condemned. She starts the program differently after that. She doesn't roll it out as a perk. She shares her own 12 rooms, including the empty ones, with her leadership team first, then asks them to do the same.

[Narrator]

And this is where it gets interesting.

[Dream Manager / EOS Integrator]

Because what happens next is not what you'd expect from a corner office executive who's built her career on competence and control. She tells her direct reports that her creative room is empty, that she hasn't made it anything with her hands or

[Narrator]

her imagination in over a decade.

[Dream Manager / EOS Integrator]

She tells them that her adventure room is a list of trips she's planned for clients but has never taken herself.

[Narrator]

And she tells them her character room

[Dream Manager / EOS Integrator]

has a dream she's embarrassed to say out loud. She wants to be the kind of person who shows up for her friends, but she hasn't been that person in years. The best thing is the room doesn't judge it. The room exhales because every person at that table has the same empty rooms

[Narrator]

and they've been hiding.

[Dream Manager / EOS Integrator]

And when the leader goes first, when the leader says, I have dreams I've neglected, rooms I've abandoned, it gives everyone else permission to be human. That vulnerability, that willingness to be a whole person and feel front of the people she leads is what makes the program real. Not the budget, not the facilitator, but the leaders honesty.

[Narrator]

Now, I told you earlier, there was

[Dream Manager / EOS Integrator]

a software engineer who quit and traveled the world. She came home empty. Her story connects to both of these and it's the one that ties this episode together. She was brilliant. Everyone said so. Top performer, three promotions in five years. Awards, bonuses, all the metrics that say you're winning. But she was miserable. Not the dramatic kind of miserable, the quiet kind, the Sunday night dread kind.

[Narrator]

The kind you're not. The kind where you're not unhappy enough to quit and not happy enough to care. So she does what a million burned

[Dream Manager / EOS Integrator]

out professionals dream about. She quits, sells her stuff and books a one way ticket. Bali, Portugal, Costa Rica for 18 months. The reality, 18 months of running from something she couldn't name towards something that she couldn't find. Because leaving was never the answer. Leaving was just the loudest response to a question she'd never been asked. Then she comes home broken, directionless and sitting in a coffee shop with a friend. Who just so happens to be a certified dream manager. The friend doesn't give advice, doesn't suggest another trip, doesn't recommend therapy or a career coach. She pulls out a piece of paper

[Narrator]

and I'm not making this up, it's

[Dream Manager / EOS Integrator]

literally a sheet of paper. And walks her through the 12 dream categories. And for the first time in her life, the engineer has a framework for what she actually wants, not what she's running from, what she's building towards. Her adventure room was overflowing.

[Narrator]

18 months of travel will do that.

[Dream Manager / EOS Integrator]

But her professional room was gutted up. Her financial room was certainly in trouble, and her intellectual room was starving. Her spiritual room, she never even acknowledged. And here's something nobody tells you about quitting.

[Narrator]

When you leave without a framework, you

[Dream Manager / EOS Integrator]

just rearrange the imbalance.

[Narrator]

She went from a life where the

[Dream Manager / EOS Integrator]

professional room was a mansion and everything else was condemned to a life where the adventure room was a mansion and everything else was conduct. Same problem, different address. The 12 rooms didn't give her answers, they gave her a map. And when you can see the whole map, you stop making decisions based on one room. So she starts small in the intellectual room. She enrolls in an online course, not for her career, but for her curiosity,

[Narrator]

for her spiritual room.

[Dream Manager / EOS Integrator]

She starts a meditation practice, her financial room. She rebuilds her savings with a plan attached to a time and her character room. And this one surprised her. She writes down the kind of person she wants to become. Not the kind of engineer, the kind of person. But here's the beautiful part. When she could see the whole house, all 12 rooms, she stopped running. Because she could finally see that the problem wasn't the job. The problem was that she'd been living in two rooms in a 12 room house and wondered why she felt cramped. She goes back to her old industry. Same field, different company, but a completely different relationship to the work. Because now she knows what the work is for.

[Narrator]

It's not about passion.

[Dream Manager / EOS Integrator]

It's not about purpose.

[Narrator]

Not yet. That comes later.

[Dream Manager / EOS Integrator]

It's about knowing which rooms of your life the work is supposed to furnish and which rooms need a different key. Three people, three blank pages. A custodian who'd never been asked, an executive who'd never been honest, an engineer who never had a framework. Same problem, same. Someone sat across from them and asked a question. The question isn't revolutionary, it's not clever, and it's not proprietary. It's four words, four, what do you want?

[Narrator]

But the act of asking it with

[Dream Manager / EOS Integrator]

intention, with structure, with 12 categories, that give the answer. Architecture is the most powerful intervention. And in organizational transformation, maybe in human

[Narrator]

transformation, because when you ask someone what they want, you're saying something else underneath the question.

[Dream Manager / EOS Integrator]

You're saying, I see you.

[Narrator]

Not your role, not your output. You, the whole person, all 12 rooms.

[Dream Manager / EOS Integrator]

And that might sound soft. I know it might sound soft to some of you.

[Narrator]

You're running a business, after all. You. You've got payroll to make, customers to serve, systems to build. You don't have time for 12 runs. I get it.

[Dream Manager / EOS Integrator]

But here's what I know.

[Narrator]

After years as an integrator, the companies

[Dream Manager / EOS Integrator]

that treat people like whole human beings don't just feel better, they perform better, with 60% less turnover, higher engagement, more innovation, and better retentions. Not because they're nicer, because they're smarter. They understand that the human is the system. Invest in the human, and the human will invest in the work. Last season, I told you stories about people leaving.

[Narrator]

The dream economy was full of people

[Dream Manager / EOS Integrator]

who walked away from systems that didn't see them.

[Narrator]

And those stories were true and they mattered. But what if they didn't need to leave? What if someone, one person in their

[Dream Manager / EOS Integrator]

entire organization had just asked the question? The executive didn't leave.

[Narrator]

She stayed and became the leader her people needed by becoming a whole person first. The engineer left, came back, and finally understood why she needed the framework to know what staying.

[Dream Manager / EOS Integrator]

And this season, I'm walking you through the construction site. Every episode is a blueprint.

[Narrator]

We're going to explore the 12 rooms. We're going to watch companies build Dream

[Dream Manager / EOS Integrator]

Manager programs that transform retention, engagement, and innovation not through perks, but through genuinely caring about the humans doing the work.

[Narrator]

We're going to stress test the architecture. We're going to inspect its blind spots. And in the finale, we're going to. I'm going to turn the question, because

[Dream Manager / EOS Integrator]

here's what Season 2, the Revolution is happening. People are redesigning work, income, community, education. But season three asks the harder question, who's designing? What comes next? And the answer is not Silicon Valley. It's not venture capital. And believe it or not, it's not AI. It's the person who sits across from another human being and asks, what are your dreams? Then builds the system that makes the answer possible. That's a dream manager. That's an integrator.

[Narrator]

And by the end of this season,

[Dream Manager / EOS Integrator]

if I do my job, that's you. And it starts the same way every time. A blank sheet of paper, a pen, and a question nobody asks.

[Narrator]

So if this episode made you think

[Dream Manager / EOS Integrator]

of someone, a leader who needs to ask the question, an employee who needs to be asked, or someone staring at their own blank page, please send it to them.

[Narrator]

Sometimes the most important thing you can

[Dream Manager / EOS Integrator]

do for someone is show them that the question exists. Subscribe if you haven't this season has 11 more blueprints and they build on each other.

[Narrator]

If you're a business leader wondering how

[Dream Manager / EOS Integrator]

to build the system around the dream, how to make this sustainable, not just inspirational? That's what I do. I'm a certified Dream Manager and an EOS integrator.

[Narrator]

I help organizations build both the dream

[Dream Manager / EOS Integrator]

and the system that protects it. You can find me at TrinityOne next

[Narrator]

episode we walk into the twelve rooms. All of them. Even the ones you've been avoiding. Especially those.

[Kevin Patrick]

If this episode made you uncomfortable, good. That means you are paying attention. The future belongs to leaders who stop managing people like assets and start investing in them like humans. See you next time. And remember, dreams aren't frivolous. Ignoring them is foreign,

[Podbean Announcer]

Your message amplified.

[Podbean Promoter]

Ready to share your message with the world? Start your podcast journey with podbean.

[Podbean Announcer]

Podbean, the AI powered all in one podcast platform.

[Narrator]

Thousands of businesses and enterprises trust Podbean to launch their podcasts.

[Podbean Announcer]

Use Podbean to record your podcast.

[Podbean Promoter]

Use PodBean AI to optimize your podcast.

[Podbean Announcer]

Use PodBean AI to turn your blog into a podcast.

[Podbean Promoter]

Use Podbean to distribute your podcast everywhere.

[Podbean Announcer]

Launch your podcast on Podbean today,

[VRBoCare Announcer]

day or night. VRBoCare is here 247 to help make every part of your stay seamless. If anything comes up or you simply need a little guidance, support is ready whenever you reach out. From the moment you book to the moment you head home. We're here to help things run smoothly, because a great trip starts with the right support. And hey, a good playlist doesn't hurt either.