- [Man] In person, you get to feel Dan's authenticity.
- [Man] I don't have other mentors that have gone
as far beyond my expectations as Dan has so far.
- [Woman] How do you keep 5,000 people around the world
engaged for six hours at a time?
That is no small feat.
- Mr. Dan Lok!
(crowd cheering)
- You get some of most powerful, precisioning methods
and break through business strategies.
A first time customer, at best,
is a good prospect, write it down.
- The principles that I'm going to show you today
that are literally going to be game changers
for your business, if you apply them.
- [Woman] It's so special to have such a good teacher.
So structured, so common sensed,
and to have the business acumen at the same time,
and the heart, oh my god.
(dramatic music)
(upbeat music)
- How you achieve performance and reacts
when you're not there, write this down.
How they perform and react and respond
when you are not there.
Not when you're there.
Because when you have a big group,
you cannot always be there, right?
They have to let them do their thing.
And that's governed by values.
So, you can notice, see who always keeps hammering.
See why do you always talk about the three rules?
Again and again and again and again and again.
Because it needs to...
Just because your leadership,
the people closest to you, the closest,
your team members they know,
the new members who're joining your team,
they don't know shit.
They don't understand your culture, right?
They don't understand, "Oh, what is this?"
So, you need to tell them again and again
and then one say, "Okay, I got it, three rules."
What are three rules?
Yeah, I got it, three rules.
Then they can also tell any new members,
any new closers who join the team, right?
As I was talking with different,
even CEO's through the show, any company
that's any size, all they talk about, culture.
That's all they talk about.
Culture.
CEO of billion dollar company, culture.
Half a million, half a billion dollar company, culture.
That' all they...
Culture's the number one.
Not system, not management, culture.
Culture eats, write this down.
Culture eats strategy for breakfast.
Because when you have the right culture,
your people would perform,
they will come up with the right strategy.
Yes?
(crowd agrees)
When you have the right culture,
solutions, you can pivot,
you can change, that's okay.
That's okay.
So, loyalty, harmony, results.
Why is loyalty so, so important?
You could have A player,
and Joe may have some A player right now, right?
Lets say you have some A players
on your team right now,
but if they are not loyal
what good is an A player if they're not loyal?
They just become asshole by the way.
They're not A player, it's a different a.
They are the one who fucks you up, right?
They are the one that stabs you in the back, right?
They're the one who steal your influencers.
A player, so what, they can produce results, not loyal.
Or you have A player that could produce results,
that is loyal, like they're the lone world type,
super stay, but they don't have harmony.
They don't work well with the other team members.
You got a problem, yes?
(crowd agrees)
Like they're very, very good at like working on their own,
but they don't work well with others.
What does that mean, tell me, what does that mean?
What does that mean?
Lack of,
lack of what?
Culture.
It's a lack of culture.
It is that simple.
'Cause if they don't buy into your culture
they are thinking, "My way is better
"and I'm producing results, so don't tell me what to do.
"'Cause I'm producing results."
But so what, it doesn't matter.
It doesn't matter if we're losing results
because if you are not part of the culture,
lets say, so we are not moving together as one unit,
where moving this and this and this like,
it's all the energies all spread out.
Where as if it's like this, everybody working together,
then our powers multiply, yes?
That's the difference.