Podcast Ep. 76 – The Business X-Factor

Larry Olsen November 16, 2021


Nida Leardprasopsuk is a top-tier business consultant, mindset coach, and former Fortune 500 executive with more than two decades of experience in marketing and business. She helps companies differentiate themselves from the rest by finding their ‘Genius Offerings™’, the offering their company has that no one else can emulate. A term she has trademarked and created a career on. This episode is full of life changing lessons whether you are an individual or business looking to grow into your passion and purpose. 


Larry Olsen: Welcome. I’m Larry Olsen, and what’s on your mind? Once set, it delivers your life. To change the outcomes we want, we must change the plays we’re running. Join us at Mindset Playbook with Real people – Real talk for Real insight.

Narrator: Today’s episode is sponsored by Aperneo, An Achievement Acceleration Company, whose approach to professional development enables clients to gain insights and perspectives to live, work, and engage with more success.

Larry Olsen [00:00:38] I’d like to welcome you to Mindset Playbook, where we go below the radar to discover the habits, attitudes, beliefs, and expectations necessary for achieving and sustaining success. I’m very excited that our guest today is Nita Laird, who’s a top tier business consultant, mindset coach and former Fortune 500 executive with her proprietary system, The Genius Offers. Nita helps entrepreneurs discover the X Factor that sets their business apart from all the rest. She’s also the author of One to Millions entrepreneur and host of the One to Millions podcast. I’d like to welcome to my show, Nita, and thank you for being my guest today.


Nida Leardprasopsuk [00:01:26] Hello, Larry. It’s so I’m so glad to be here today. Thank you for having me on your show.


Larry Olsen [00:01:32] You’re more than welcome. You know, Anita, you’re quite a success yourself and been responsible for the success of many organizations and individuals throughout the years. Please share with us what The Genius Offers system offers and its impact on our habits, attitudes, beliefs and expectations, if you would.


Nida Leardprasopsuk [00:01:56] Yeah, well, The Genius Offers is really about. So, what I actually do, I’m a business consultant and coach, and what I specialize in is helping people find their X Factor and finding a way to differentiate their business. Because the problem in the market these days is because everybody can be an entrepreneur. Everybody can say that they are expert. What is happening? The coaching consulting expert-based world is commoditization, and that is not what business owners want. You know, we lose control of our pricing, our profit margins, and you just become just another brand out there. So, I help experts that are extremely great at what they do or I help them differentiate their business and brand in the market through different various elements of their business.  It’s never one thing. It’s like the whole business. It’s a whole business foundation. And essentially what the genius offer is is I came up with, you know, with working with businesses of all sizes from Fortune 500 to know small, medium businesses, you know, six, seven, eight figures. What I discovered is that the most successful businesses are the ones that have a ‘genius offer’ an offer that is solving a problem for their customers and clients in a unique way, in an innovative way, in a way that nobody else can solve. And the question that I like to ask a lot is if your business disappeared tomorrow, would anybody care? Right? And if you are answering yes, you know, like your clients would be like, you know, there would be many problems if your business disappeared by your clients could not survive. That’s great, right? But sadly, a lot of businesses cannot answer that question in that way. They would say, you know, like, I don’t know, like if I disappear, there’s actually other competitors just waiting out there. And my clients are my customers can just jump to the next company that’s waiting to serve them, right? That’s really dangerous for businesses because that means essentially you don’t have anything that’s unique and you’re constantly trying to convince people that you’re better or that your business is providing all these great results. So, differentiating is really the key to success. And what I discovered is , a genius offer actually has multiple elements to it. So, it has seven elements. I’ll just add I won’t go into a rabbit hole about this, but no one is, it solves seeing the seen and the unseen problem, right? So, you talk about all the things under the iceberg and yeah, that’s what we’re looking for, the unseen problems that your clients and customers have so that we can solve it in a better way. Number two is it has to offer incomparable results. Number three is it has to give your clients the ultimate customer experience. You know, you’ve heard these days, people talk about CX the customer experience. It’s the most important thing, I believe for the next decade, you know, businesses that will be able to provide the best customer experience.  They will stay with you, they will refer you, they will talk about you, they will be super loyal. 


Larry Olsen [00:05:03] Can you go to number two back to number two? Yes, that was about the end comparables.


Nida Leardprasopsuk [00:05:10] Yeah, incomparable results.


Larry Olsen [00:05:13] What do you mean by incomparable results?


Nida Leardprasopsuk [00:05:17] So that means like if you take your business and all the competitors in the market and look at what sort of results are you providing for your customers and clients, whatever problem you’re solving for that. So, the most successful businesses have to provide results for their clients and customers in a way that they can’t find those results anywhere so that’s what it means. So, a lot of businesses actually don’t measure the results that their customers are getting right, they’re just like, “Hey, are you happy with this program? Are you happy with this thing, this training?” whatever, right. But they don’t measure whether there’s any behavior change or are they getting the results that they’re looking for, right? And actually, that’s why the business exists in the first place is to provide solutions and these results. So, I was up to number four and number four is speed. These days, you don’t want to wait. So, the faster that you can help them solve the problem, the faster you know, the speed of the offering, the solution, the faster you can get them to where they want to be, the better. Right? People don’t want to wait around. They don’t want to suffer throughout the journey to get the results. So, the faster you can get it for them and give them the incomparable results, right, that’s the better.


Larry Olsen [00:06:33] And sometimes I think there’s probably a lot of businesses get stuck on that because if you’re Amazon, it’s all about speed. If you’re a change agent and attempting to help these people change these behaviors and attitudes and beliefs that have been established throughout the years, short or quick fixes don’t have any sustainability. It’s like going to a motivational seminar. You know, you feel good for a few hours and you’re back to it again, right? So, I don’t want anyone listening to go. “We’re not about quick fixes. We can’t do speed.” So how do you answer that question?


Nida Leardprasopsuk [00:07:14] Yeah, that’s where a lot of people will actually misunderstand what I’m saying. It’s actually not lost on me, OK? I actually believe in longer programs. I always tell my clients to go for one-year programs do a one-year programs don’t go for the like short, quick fixes. That doesn’t work. So, OK, speed, it means it has to actually work to, you know what I mean. So that means instead of just like talking about the surface level stuff motivating people, that’s not actually going to get the real results right, but we can do it. And I think I know you know this, you’re an expert in human behavior, right? It’s like when we unlock, when we know where the beliefs are, where we know where our customers are, or our clients are stuck with that belief. What’s that? What is the obstacle here? And we find out what it is, and we help them unlock it. Like, change does take time. If you’re looking for big milestones, but you want to, it, doesn’t it? It’s it depends on which industry you’re in. So, if we’re talking about like human behavior change, yes, it takes years. It doesn’t mean you have to deliver this result in a week, for example, right? But whatever their client the client is looking for, they want to fix it as soon as possible. But it has to be a solution that really works and gives you results. Yep.


Larry Olsen [00:08:35] And if nothing else in your explanation to them, they see resolution in their mind relative to your concept, which can result in speed in their mind. Correct? Yeah. Instead of trust me in a year, you’ll be really grateful for what you’ve done.


Nida Leardprasopsuk [00:08:58] It’s just like money. It’s subjective, isn’t it? One day can be long for someone and one day can be a very short period for someone. So, when we say speed, it’s really, yeah, help them solve it. As quick as you can, but as quick as you can be three years, right, like if I’ve helped you solve their problems, it could take like I’ll be direct, like you have this, this and this going to take you three years to solve it. It was two months, right? Yeah. So that’s the quickest. You can solve that problem by eight instead of 10 years. Instead of like going and trial and error for 10 years now, we got it down to three years. So that’s what it takes. So, number five is utilized genius. So, you want to find out what is your X Factor in the business, and you want to utilize it. So even though you’re great at 10 things, for example, want to look at what’s the really number one factor that sets you apart from the rest of the competition? Yeah, restaurants have those secret sources or like that recipe that your grandmother gave you, and nobody in this role has that recipe. Yeah, you’re looking for that in your business now.


Larry Olsen [00:10:11] How do you go about helping these people find their secret sauce? Without giving away your trade secrets.


Nida Leardprasopsuk [00:10:21] I actually encourage people to do it if they can. So, it involves a lot of research and deep dive interviews with their, their clients, their past clients, current clients, ideal clients, or customers. And it involves a lot of interviews with her team and employees. And so, through this process, we gather a ton of information and data we deep dive. We don’t just look for the surface level information, but we really dove into all the nitty gritty and everything. And we look for evidence. It’s almost like I’m a Sherlock Holmes and me being this detective and searching through all this information like where’s important stuff here? And yeah, we will find out what is actually secret source out of all these amazing things that you do out of all these ten offers and whatever, like what is really the thing that is really special here? And maybe it’s special, but it’s like we haven’t maximized the potential of it yet, so we can further maximize it, make it more special, utilize it, amplify your message and all that. And oftentimes we do have to craft a new offer and a new positioning so that they can kind of reinvent themselves into this.


Larry Olsen [00:11:40] Sometimes they get sometimes stuck in following an older version of the vision.  Yeah. And even though it’s not working anymore, you know, I’ve spent so much time and energy and money on it. I don’t want to give it up. And I would imagine when you start interviewing some of their associates who see things a lot different have totally different perspectives. You can really learn some powerful insights to these owners and leaders of these organizations as to what’s possible.


Nida Leardprasopsuk [00:12:09] Yeah, yeah, exactly. It’s like when they it’s all the missing data that they don’t know about themselves and even their industry because they’ve been doing it for so long. They’re just like stuck with the old perspective. And, you know, our potential has actually outgrown where they are today. They just need to go and unlock some particular pieces, right? Yeah, exactly. And so a number six is employees. So, your team, your people like, it’s very important. You want to look at their strengths. You want to look at their blind spots. You want to look at, you know, what type of people do you want in your organization? And maybe you have employees that are not really matching with your current DNA or the date or where you want to be as a business, what how you want to be known in your industry. So, it’s really, you know, employee team is just so important because they are the people that deal with their clients and customers. So, they have to be in the right mentality, right mindset. You know, a lot of businesses actually don’t see the importance of managing the mindset of their employees. And you can lose a lot of clients just because, for example, we found in one of the businesses that some of the employees were passive aggressive, so they were not like they were ignoring emails or they were responding in a passive aggressive way because there were unhappy or something was going on in their life, right? So, they need to do some self-work that right. But when the business owner was not aware of these small things, they were losing clients because of this and that.


Larry Olsen [00:13:52] So dealing with, you know, associates, employees, whatever, you know, term we want to place on them this great resignation that we happen to be dealing with now today. I had dinner with a gentleman, has a very large company. Hundreds of associates, and he had one that wanted to leave and go work with their friends. And so he offered an additional twenty five thousand a year. OK. Which is which is a chunk. And she said, no, I want to be with my friends. And he says, go to your friends and offer them the same deal. So, the three of you can be here. No, I don’t want to do that. So I mean, those are pretty stepping out of the box kind of approaches to gathering associates. What have you seen in in kind of innovative ways? Or what are your ideas on how we can get the attention of someone that this is going to be a place where you can have a sense of purpose and you can be a part of something greater than self? And you know, because as we know, at least on some of those studies that had been done on the millennials, and now we’ve got the ZS and you know, there’s always some kind of a unfortunate label that gets placed out there that it’s not profit, it’s purpose over profit.  And so we’re getting the quality of life issues and we’re getting into what’s really important for people. And so in in your works with these organizations, you know, it’s not easy finding someone out there that just doesn’t have a pulse and really is going to bring something to the party. How do you deal with that challenge that leaders can face? Yeah, in finding people.


Nida Leardprasopsuk [00:15:52] Finding people, finding the right people, right? Right, yeah, right.


Larry Olsen [00:15:56] And attracting them.


Nida Leardprasopsuk [00:15:59] It’s funny you mentioned this topic because I’m actually doing my Ph.D. research on this topic, but the great resignation. Oh, good. Good, because I was really intrigued by this phenomenon where like, like a ton of people were like resigning from your job, right? And was due to this concept of the pandemic epiphany. So that’s the construct that I want to study. I want to study what happened to people, what did they realize? What truth the what, what sort of insight did they have and what was it related to? Was it related to their life? What was it related to their organization or their leaders or the people or their own purpose and all that right? And I am more intrigued about these things. So, it’s really, it’s really great that you brought that up. Yeah, definitely. Something that I love talking about is the DNA of the company. I have worked with companies like multinational companies where we go in and they say, like, I’ll just give this one example. They say, hey, we want our employees to have a growth mindset, you know, want everybody to learn, to innovate and be agile and just have a growth mindset, like learn to fail and whatever, right? But at the same time. I’ve spoken to these employees, and they have no psychological safety nets, right? So, they don’t feel safe.


Larry Olsen [00:17:29] So it it’s a research term that refers to when, you know, if you do have psychological safety, you feel that you can voice yourself. You can say what’s on your mind. You can take risks without being worried that somebody’s going to fire you or say something bad because you just said this thing, right? 


Larry Olsen [00:17:49] Is that what Simon Sinek was talking about when he talked about how important it is to feel safe in your environment?


Nida Leardprasopsuk [00:17:57] Yeah, I think so. There are several constructs in the research world. Psychological safety is definitely something that people in organizational development like to talk about. Yeah.



Nida Leardprasopsuk [00:18:11] Like, you can’t have a growth mindset. If you don’t have psychological safety, right? You have to feel safe. In order for you to go and take risks and do all these things and think out of the box and fail fast, fail often all these things. So yeah, that conflict within the organization. You can’t tell them to do this when you don’t have this. And so what I love to talk about is like, hey, you have to have alignment. It’s the same people. We have to have alignment within ourselves, right? Our identity, our beliefs, our values, what we do, who we hang out with, our ecosystem, everything. Our behavior has to be aligned for us to feel, you know, at peace with ourselves and to skyrocket with whatever we do when there’s an internal conflict, when these pieces are not aligned, that’s where we start to have problems.


[00:19:10]  I understand alignment, if you’ve got someone who one of their values is integrity to do the right thing and they’re working for a boss who’s a little shady, yeah, there’s a disconnect, you know, I mean, Gallup studies, which I’m sure you’re very familiar with, you know, people don’t leave their job, they leave their boss, right? We we’ve kind of localized that now. But your ability to make sure that the boss. Does not become the reason that someone leaves, that’s a project. Yeah. To be able to handle it delicately enough that they’re not avoiding, the information that maybe they’re the problem. I think all of us intuitively fight back when we’re forced to change. And so how does your work grease the skids a little bit? To make it easy for these people to discover that.


Nida Leardprasopsuk [00:20:19] Yeah, well, I’m not going to sugarcoat it. It’s not going to be easy to get everybody to accept that they need to change, but something that I guys tell everybody to accept. I get them to know what to expect. Right? Like coaching at a rah rah thing like you’re going to feel uncomfortable, like very uncomfortable throughout this whole process, which is totally normal. It’s like you’re going to fitness. If your muscle doesn’t hurt, you didn’t get anything out of that workout, right? So, it’s the same thing. So, use these kinds of metaphors. And I think it’s because like, I’m very transparent. I’m a very honest kind of light. I just tell people about my flaws, my blind spots, and things like that. Like, I talk about it like, it’s nothing scary, you know, like, I used to have this belief and that belief, and I went through these obstacles. So, I talk about failure in a way that makes it. I normalize it, you know, and I think that when people hear that they feel like, hey, I can fail to, you know, I can talk about my, I can be vulnerable as well, and I can talk about my blind spots and my weaknesses and like things that I’m not proud about and. When I do that, it really causes that effect, so people open up. It really depends on the facilitator and the coach. If they open up, then the receiver of the message also opens up. And so, I’m just really direct. So, if they’re being if my client is being triggered or they feel like they need to defend themselves, I’ll just pointed out like, hey, I feel some resistance or like resolve the trigger and things like that. And then maybe you add some humor and things like that. But they always know that I’m coming from a place of love,


Larry Olsen [00:22:07] It sounds to me that you’re modeling safety.


Nida Leardprasopsuk [00:22:12] Yeah, yeah, exactly.


Larry Olsen [00:22:13] Yeah, because I think a lot of lot of coaches fail because they get caught up in everything they’ve learned, and they haven’t learned to get over themselves.  Yeah, and it’s not about right. How much they know it’s about how much can they find out about what the needs are that people around them? And can they help them find resolution, which is sounds like the business you’re in?


Nida Leardprasopsuk [00:22:39] Yeah, exactly. And I remember so I was when I was training to get my master certified coach through the ICF, my mentor. Her name is Carly. One of the skills free for people to get the master certified level is actually vulnerability. And actually like, it’s one of the key things that you would look for to differentiate people that are coaching at the second level. And like the master level, it’s like vulnerability. So I think in order for you to have that vulnerability, it’s like you have to do your own self work right and you have to be authentic and own every part of yourself and just be just authentic and have integrity and all these pieces that will allow you to open up and to be vulnerable, to not know. And just be curious. And I think those are like the secret kind of like not secret, but those are the ingredients that help me create a safe space for your client. They know they can show up as their whole selves and not be judged, you know, and everything is just being reflected back to them with love and kindness.


Larry Olsen [00:23:49] Yeah, wow. That’s so refreshing. I mean, you’re you were singing the same song here. Get the same sheet of music in it. You know, it really gets down into that essence of what your purpose. Why do you get up in the morning? You know, why do you do what you do? And as you’ve said, some people are going to get uncomfortable when they start answering that question because they’re going to find out they’ve been a little false with themselves. They haven’t allowed themselves to fully integrate and be OK with their strengths as well as their weaknesses. And in our in our society today, which is just unfortunately so negative because negativity sells. And so we advertise it and we personify it. And if you don’t know any better as a listener, you start kind of eroding yourself and there’s nothing more amazing than the human being to begin with, you know, 100 billion neurons.  Hello. I mean, it wasn’t a cosmic joke that we were equipped to be able to imagine whatever and to have someone like yourself available to assist people in that process is phenomenal. Where did you begin to find your sense of purpose?


Nida Leardprasopsuk [00:25:09] Wow, I have to go back. It was a rat’s 15 years ago, actually, so I started in the corporate world. As soon as I finished, my master’s degree came back from Australia. I just I started working with L’Oréal, Unilever, Reckitt Benckiser, all these fast-moving consumer goods companies. And to a point, I was like, I’m not cut out to be working in corporate world. I want to create ideas; I want to build things. I want to solve problems in an innovative way. So, it was not for me. So, I left, and I started my own business. So, it was a child development center, work with kids and parents. What I really loved doing was not taking care of kids and babysitting all that stuff, but it was really helping other parents realize what was going on for that. And if they wanted to change their kids, they had to change. And so many parents resisted it, Larry, so many parents were like, no, the problem is my kid, you know, like, it’s not me. The teacher did this like, it’s somebody else’s fault. And yeah, it’s like this defense mechanism that they didn’t want to accept that like I did this, or I wasn’t blaming them. I was just like reflecting back.


Larry Olsen [00:26:22]  I think what happens when we when we go there, unfortunately, you know, people have so much ingrained shame in them where they get into denial rather than healing. Yeah, and rather than helping someone take them out of this and look at it so they recognize there’s nothing to be ashamed of. I mean, you’ve done absolutely the best you can. You came from love. I mean, that’s what you’re doing with your child. But when we look at some of the approaches that people are taking and get them to distinguish between the approach and the intent. Right, like they say, scold the behavior, not the child. I mean, that is such powerful wisdom, isn’t it? Yeah. And yet it’s so difficult. Sometimes we got to be so clean on it because do we expect our child to know the difference that? No, that wasn’t my intent. So, it’s you really got to dig deep to be coming across in a genuine fashion.


Nida Leardprasopsuk [00:27:29] Yeah, yeah. So that was this is that actually got me into finding out that I was past so passionate about psychology. And I didn’t know that, like I found that I found it. I discovered that because of that business, that’s how I actually got into the whole coaching world. Just everything and getting into just people development and helping people, helping business owners, helping everybody. Just the ultimate goal for me is to awaken, awaken people. We just went through this whole rebranding system and Dean Walker, which is the agency, he runs an agency in Australia, and he was doing this all this branding for me. Your tagline is going to be awaken your truth because Nida, you kept saying this like whatever you were talking about was about wake awakening your truth. And I was like, that resonates so much with me. So whatever I’m talking about and talk about business or marketing or leadership, whatever, it’s really about awakening your truth. And it’s just so important. I want everybody to wake up from this mass hypnosis and the and the environment, this terrible environment that we’re in on media and social media and all the message, all that stuff on the news and YouTube and everything is just affecting people so much so negatively.


Larry Olsen [00:28:53] And yeah, that’s what people would be missing in their lives if you weren’t there. You know, it’s when they talk about ninety five percent of a person’s day is unconscious. They’re just reacting based on past experience, which I call attitudes, right? And so it’s conditioned by its conditioned response, conditioned response, and I wanted to ask you because we’re almost out of time, but I wanted to ask you. What was the major difference in like discovering that this isn’t what selling products isn’t, what is fulfilling for me and then getting into your awakening that the human spirit and the truths? How did that change your attitude about yourself and about life and the people around you?


Nida Leardprasopsuk [00:29:44] I really changed a lot of things ever since I got into psychology and coaching and all that. The biggest change was I learned the concept of limiting beliefs and how beliefs have kept me where I was. I was always like a high performer. I had that straight A’s. I had the highest grade in the faculty and in college and all that. But when I was working in corporate, I wasn’t happy, like I was just doing great. I was great at what I was doing, but it didn’t mean anything to me. I didn’t feel that if I did this, or if I didn’t feel it was important to anybody, you know? But at that time, I didn’t I didn’t know what it was. I didn’t know what was happening, but until I had that awareness, I understood my own personality what my strengths were.  I understood, you know, how my own parents conditioned me to be a specific way. Had overprotective parents. They loved me so much, but they were very overprotective. My mom was a pediatrician. Dad was an architect and always about safety and certainty and all that. And we had different, very different personality types. So teenage years were really difficult with me and my mom. But really, having the self-awareness about me, about the beliefs that I had about it was a journey. I feel it was a journey, and the business and what I do for me is just a vehicle for me to become who I want to be. And oftentimes we don’t know who we want to become, especially when I don’t know, like, like 20 years ago. Who would you want to become? I don’t know who I want to become right. All I can think of several things that I want to do. You know, several things that I like and I’m passionate about, but I don’t know who I want to become. I think we don’t really know who we want to become until we become that person. You kind of like not completely arrive there, but you’re almost there and you’re on the path there that you feel every day like, Hey, I’m liking myself better than I did yesterday. I’m liking who I’m becoming. That’s like, you know, you’re on the right path on the opposite side. If you’re not becoming if you’re not liking yourself better than you did yesterday, you’re probably headed in the wrong direction, right? Or you’re, you know, something’s not working here. And that’s where I think you need to pause and stop and really intersect.


Larry Olsen [00:32:10] Yeah, yeah. And this is a good segue way. How do people get in contact with you? What would you like to share as their best approach?


Nida Leardprasopsuk [00:32:22] Yeah, there’s a couple of things, though. Well, if anybody wants to contact me, I’m on LinkedIn, I’m on Instagram. And where else? So, you can visit my website at NidaLeard.com We are currently doing a new, innovative website, so it’s not up yet, but we do have a landing page where people can go and do quizzes.


Larry Olsen [00:32:46] Is there a phone is there a phone number or phone number? You could give


Nida Leardprasopsuk [00:32:50] people an early call or a number like we’re based in here in Thailand. But yeah. Oh OK.


Larry Olsen [00:32:56] Don’t like it. It’ll all. It’ll all be on your page when we put this out to the public, so they’ll be able to get all the information necessary right there. You know, this time has flown by. There’s so many other questions I’d like to ask you because I’m I just love your approach. And I think based on my experience for those listeners, you are. You are right, right on track you. You have found the correct path to be able to unlock those limiting beliefs in others so that they can start to get up in the morning and go. You know, I’m a better version of myself today than I was yesterday. And so kudos to you and the work that you’re doing and buckle up because, you know, things are great now, but the best is yet to come in so many areas as you continue to develop your expertise. I want to do you have any anything you’d like to share with some last thoughts for the audience before we wrap it up?


Nida Leardprasopsuk [00:34:08] Well, no, actually, I just yeah, I just want to encourage everybody to awaken and find your truth and just it’s not about perfection. This being perfection is not about perfection, it’s about just getting better and being proud of yourself more than you were yesterday. And just ultimately, you will find that place of fulfillment. And really, the goal is not just like, completely happy, we’re never completely happy. It’s about being alive, you know, finding your lifeline. Thank you so much.


Larry Olsen [00:34:43] You’re more than welcome, and I want to thank all the listeners out there for taking your time to invest in yourself by tuning in because you could be listening to anything, watching anything and you’ve chosen over everything else. How can I show up a better version of myself? So, kudos to all of you and thank you again, Nida. It’s been it’s been very enlightening, and I look forward to our next visit together. So, take care and you’re welcome. We’ll see all of you next time.


Narrator: Thank you for listening. If you’ve enjoyed this episode, we ask that you please subscribe and share with your friends and associates.  Larry’s next guest joins Larry on his new series The Great Automotive Experience. Brad Mugg’s quest is to take Honda of Downtown Los Angeles to number 1 in the country and he believes Culture is the key. He breaks down the myth that dealerships are just out for themselves and in this podcast will prove it. 



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