TSLP Season 4 Ep. 1- Effort Over Results

What if the real measure of leadership success isn’t the outcome but the consistency, discipline, and mindset behind the effort?

In the Season 4 premiere of the Transformation Station Leadership Podcast, I’m joined by Quinn Magnuson for a powerful conversation on why great leaders focus on effort over results. Results matter, but lasting growth, resilience, and leadership excellence are built through the habits, choices, and disciplined actions we commit to every day.

Quinn shares how leaders can shift their mindset from chasing quick wins to building sustainable momentum through intentional effort, strong habits, and long-term focus. This episode is a refreshing reminder that outcomes are often the byproduct of the systems, discipline, and values we practice consistently.

If you’re ready to strengthen your leadership from the inside out and build success that lasts, this conversation is for you.

“Welcome to Transformation Station  where growth gets fun! Hit subscribe so you never miss the momentum. And if today inspires you, share it with someone who needs a spark. Let’s rise together!

Thanks for tuning in to Transformation Station! If this episode fired you up, smash that subscribe button, share it with someone who’s ready to level up, and tell me the moment that hit hardest. Your voice keeps this movement unstoppable. 

Until next time, stand tall, step bold, and own your transformation.

Transcript

SPEAKER_03 0:17

Here we go. In a world obsessed with outcomes, we often forget the one thing that actually creates them. We're not talking about flashy effort. We're not talking about perfect effort. No, we're talking about consistent effort, that applied grit and intention. We're gonna have an amazing conversation today, and I can't wait to get started with you. Let's go. We're talking about choosing effort over results. Joining me today is Quinn, and I can't wait for you to meet him. But before you meet him, I want to remind you the community that learns together, grows together. And guess what? We have lead her shift virtual adjustment that's coming in April. You know, we did lead her shift part one in January. Over 400 of you registered. We had a great time together. Well, it's time for part two. Lead her shift adjustment adjustment, April 13 to 16. We're gonna have amazing guest strategists that will join. And registration has opened March 13th. It has opened already. But guess what? If you don't have your link, guess what? You're behind the curve. So I want to invite you to join us for Leadership and don't come by yourself. Make sure that you invite another woman leader with you. And as always, we want to remind you Transformation Station Vital Conversations happens every Monday and Wednesday. Don't miss out on even one episode. Don't miss out on all of this goodness. Well, listen, today we have an amazing guest who's with us. I can't wait for you to meet him because he is going to sow value in our community and help us to move up, not just performing, but move up in our mindset. So today I want to introduce Quinn to you. Quinn is a sought-after business and performance coach. He's a keynote and founder of the Effort Over Results Movement. He hosts a podcast by this same name. He draws from the locker room, from the boardroom, from the classroom. Having also spent years as an educator, he brings a powerful blend of toughness, of heart, and hard-earned wisdom to every conversation. Quinn, I'm so happy to have you here today. Welcome to Transformation Station Leadership Podcast.

SPEAKER_02 3:15

Oh my gosh. Thank you so much, Adrian. Um, can I get you to do that every morning when I wake up and just lead start my day like that? That was incredible. Thank you very much.

SPEAKER_03 3:25

Oh, it's great to have you here. So listen, I'm excited about this conversation because today's conversation, Quinn, is about redefining success from the inside out. And many times as leaders, we don't often really take time to stop and have conversations like this today, but they're so key. So I'm gonna start off, right? Effort over results. Talk to us. Like, what does that what does that really mean? And why does it matter now more than ever?

SPEAKER_02 3:52

Yeah, thanks, Adrian. I I would love to say that I came up with this idea. Um, effort over results is is the words that I put to it. It really speaks to um focusing on on the things that you can control, and that is your efforts and your attitude toward whatever it is that you happen to be involved with. Um, where it came from and where it was born out of was being a father, I would say first and foremost, um, and trying to, you know, raise confident, resilient kids. Um, I have two children, they're both in their 20s now. But when I look back on you know, being a young father in the early 2000s and being a former professional football player, I felt like, you know, in retrospect, looking back, I pushed my kids a little too hard and I focused too much on results as opposed to, you know, the effort side of things, which is something that kids can control. They can't control anything but that, right? And so, you know, a few years ago when I was in my corporate job here in Canada, um, I started to realize that when I was working with the business leaders and the and the owners and founders of the companies that I worked with, um, there was a lot of effort messaging going on. And they had a lot of turnover in their staff, a lot of burnout. Um, even the leaders were getting burnt out because they were constantly looking at the scoreboard, so to speak, instead of focusing on the things that really mattered, which was that, as you put it, that consistent daily effort, the inputs that still lead us to the metrics, the KPIs, the goals, the results we want. But our focus and where our recognition should lie really is more in the effort that our our employers, our sorry employees are putting in, um, that our students are putting in in the classroom, our athletes are putting in on the field, or our children, our own children are putting in in day-to-day life. And that's really where the effort over results movement came from was feeling like, you know, I did my best as a as a father graising my kids, my wife and I did, but you look back and you always feel like you made mistakes. And and that's really where this was born out of. But then I realized that that that message really transcends all walks of life. So, like employment, sports, education, your own children. And that's that's why I decided to really just embrace this and and make a brand out of it and really try to get this message out to everybody.

SPEAKER_03 6:17

I love that 1000%. And you know, it really is a classic evergreen conversation and a concept for leadership, effort over results. And, you know, as I was prepping for this, I was thinking about this, you know, as leaders, when we prioritize effort over results, discipline replaces anxiety, consistency replaces desperation, learning replaces self-judgment. And here on Transformation Station, we always like to give our leaders an opportunity to stop and reflect. And so I invite everybody to stop and reflect on what Quinn shared with us about his journey, how he became engaged with effort over results, you know, what it means. And also, I want you to start to begin to think on how this would make a difference as you engage with effort over results in your own leadership. So, Quinn, talk to us, right? In your new book, Effort Over Results, you challenged the outcome-based mindset that many leaders and performers live in. What inspired you to focus on effort instead? And how has that shift changed the way you lead and live?

SPEAKER_02 7:27

Uh, you know, Adrian, I wish I wish I had I had found this this philosophy and this this idea years ago. Um, like I said, as a young father, um as an amateur sports coach, even in my professional football career, um what I realized is this, and this is the best way I can I can illustrate it, is when we think back to our childhood, because really, even as an adult, whether we're going to work or we're involved in some form of group work or we're the leader, we want to create that psychologically safe space where people can be themselves, where they can you know make mistakes and fail without fear, where they can learn from that and where they can really grow from it and have people walk them through that. And what I realized is that was something that you know I was getting from certain coaches, teachers, leaders in my in my you know, growing up years, and was not getting it from some of them as well. And where I felt the safest and most productive personally was always in that safe space, where the person that was leading me, whether it be an employer that I had, uh, my own parents, a coach, a teacher, was that environment where you can fail forward, you can make mistakes without judgment, where you can try new things, be innovative, collaborative without fearing that you're going outside the lines of what, say, the company wants or the team wants. Um, and that you can just really be your genuine authentic self. And like I said, this all still really goes back to my kids and and trying to, you know, help them be the best that they can be, but without putting the pressure on them of always having to achieve and having to gain those accolades. And my kids were were were very successful athletes growing up. My son is on a scholarship at the University of Arizona, my daughter went to uh Linenwood on a discus scholarship, and so what I realized was that it was just too much of the results messaging and not enough recognition of the effort that they put in, and it was starting to burn them out. And I thought, you know what, this is this is really interesting because it was also tying into my business coaching um with the company that I was at and the leaders and founders and CEOs that I worked with. I was watching them in action and realizing that their messaging was also heavily results, heavily metric and KPI based. And then they wondered why they had burnout from their people and they wondered why they had a lot of turnover in staff. Even in the classroom, Adrian, um, you have teachers that you know will message to a student, you know, you're failing this class. I think they know that already. They don't need to remind them of that. What you need to remind them of are the things that they can control that can get them past that failing mark and help them improve and spend some time with them, coach them through it. And so, really, that's what EOR and effort over results is all about. It's this epiphany that I had. I feel too way too late in life, but I'm hoping to bring that to to leaders and coaches, teachers, parents all around the world now so that they can avoid those mistakes.

SPEAKER_01 10:33

I love that.

SPEAKER_02 10:34

Yeah, and it it's it's a it's a it's a beautiful thing, and it's it's it's kind of funny, Adrian. It's my kids are getting getting tired of it, actually. They've turned it, they they have they have turned a corner though, and they are both even more productive now. And they will admit that that they really appreciate that dad is is not hounding them for you know achievements and results, and that I'm just letting them live their lives and making the effort where they can. And that's really the message. It's just all you can do is put in effort and let God decide where you're headed.

SPEAKER_03 11:05

I love that. You used a phrase that I love, uh, fail forward. Yeah, I think that's a really key concept that we can actually actualize every day. Thank you so much for sharing what's behind effort over results. So let's dig in a little bit. Why do so many leaders hit burnout or a plateau? And and what's usually the first step in being able to turn that around?

SPEAKER_02 12:02

I think for I think for a lot of leaders, whether they are a founder who is the original owner of a business or someone who may be in a C-suite position, um, someone who may be just even an upper management position, the reason why they burn out is largely because of the culture that they have built at the company. And and here's where I I don't fault business owners and I don't fault founders, is that when you start a business from scratch, and I I did it myself, um you it that's your child, like you treat it like you're you're your own baby. And so you wanna you want it to be successful, and so you're constantly looking at a scoreboard, figuratively and literally, uh, sometimes where you just want it to succeed. And that's where leaders burn out is that when you're constantly focusing on numbers, KPIs, metrics, and and that scoreboard, as I said, you don't take into oh there we go. Sorry. Um okay. Um when you're constantly looking at the numbers and the and and the results, and that's all you're thinking about, you don't give um your staff and yourself time to breathe. Uh, here's a great example, Adrian. I'll illustrate it this way. Um, I had a group of CEOs that I led. It was a peer form group, and we had gotten together for a day, and it was a half day um um golf sort of just getaway for the for the nine of us. Well, we got rained out, and within 20 minutes of getting rained out, we were like, well, let's just go meet in the boardroom um, you know, here and I just had some coffee and some snacks and let's just talk about you know leadership. And one of my CEOs that was in the group was constantly looking at his watch. And I finally just stopped the meeting and I said, I'll just use his name, Dave. Um, Dave, you know, if you need to go somewhere. He goes, you know, if if we're not going to be doing anything here, I really need to get back to work. I don't want my people to think that I'm not working. And that right there was uh um a real blinding light for me. And it's it shone that spite spotlight on leaders who always feel like they need to be on, they always feel like they need to show the people that they're working, and so as long as they're awake, they're working. In fact, a lot of times they'll busy themselves with with busy work or putting out little fires to make it look and feel like I'm successful, I'm busy. And people equate that success with burnout, and vice versa. And it's it doesn't have to be that way. Um, a recent guest I had on my podcast talks about how his book is actually called Your Oxygen Mask First, and it talks about how you need to take care of yourself first as a leader, physically, mentally, spiritually, to be able to take care of others. And so when you're burning the candle at both ends, you're not able to do that. And it often ends up in contentious conversations, it often ends up in stressful um, you know, workplace environments. And this is where leaders need to take a step back, carve out some time for themselves that has nothing to do with work. And that doesn't mean a two-week vacation. It could be a morning meditation session, it could be, you know, taking a half day just to get away and spend some time reading, um, you know, anything that just fulfills yourself. Because then when you do come back to work, when you do come back to that leadership position, you're gonna have more energy, you're gonna have more focus, you're gonna have more ability to lead the people you're trying to lead. And this is where, like I said, I what I love about the new generation of employees, so Gen Z, is that they're breaking all the rules. Um, they're basically saying to the boomers and to the Gen Xers, you know, the older uh business owners and employers, look, we're this isn't not the workplace we want to work in. This isn't the 1980s where everyone has to put in that full 40 hours, and if you're not working, you're failing, and so forth. And the messaging is changing, and that's where there is that conflict. And I love that Gen Z is pushing back and saying, hey, we can be productive without killing ourselves. This is the message leaders need to take. And so I'm excited for that new generation, Adrian, of Gen Z business owners that's going to happen here in the next 10 to 15 years, because they are definitely changing the way the workplace looks, creating that psychologically safe environment and recognizing people for the effort they put in.

SPEAKER_03 16:19

I love that. 1000%. And you know, as you were talking, I was uh thinking about this. You know, when we talk about how do we reassess and how do we, you know, what's the the turning point? It's stopping and asking ourselves some questions, right? And intentionally saying, What's draining me? What no longer fits? What does this next season require of me? Um, I have seen so many times where leaders are burning out, as you mentioned, because um they stay in that execution mode. Execution mode at work and execution mode when they're not at work, just with themselves. You don't you know you don't shut your mind off. You can't ever rest. You're always looking at the phone, always everything you I don't know if you ever well, you kind of described it, but you know, there are some people who I have engaged with, and everything is about work, like they cannot disconnect from work at all. That's a red flag.

SPEAKER_02 17:18

Leaders are an identity thing, yeah. It becomes their identity, and they feel like they need to continue to fulfill that identity and they don't.

SPEAKER_03 17:26

Mercy. All right, leaders transformation station, we're we're we're assessing right here. I want you to just stop and ask yourself, right? Where are you when it comes to fatigue and burnout? And what's behind that? What's really the root behind that? And what would it take for you tomorrow or even today to start to turn it around? So, Quinn, I want to ask you this question, right? What does prioritizing effort over results actually look like in real life when pressure, when expectations, when performance metrics are still very real?

SPEAKER_02 18:01

Great question. So I was thinking about that as as you were talking, and and I I don't want people to mistake when I say effort is everything. I don't want them to mistake that, well, as long as I'm moving forward and putting efforts into things, that that's all good. It's like, well, no, we want the appropriate efforts. We don't want wasted effort. Um, we don't want to waste our resources of time and energy and and ourself into things that are not moving whatever it is that we're trying to move forward, moving the needle on. And so in the business world, there are a lot of um ways to describe this, but the best way I would describe it is figure out what the outcomes that you want are, set it and forget it, and then what are the inputs, what are the efforts that we need to do, each one of us, the role that we have in that company to move towards accomplishing KPI's metrics and results. So, what people mistake when they hear effort of results is they think that I don't care about results, and that's very untrue. It's not that we don't care about obtaining and attaining a result, a KPI, a metric, a revenue level, a profit margin in business, or or even when you're coaching a team wins and championships. But the messaging to your team can't always be about those results.

SPEAKER_01 19:20

Correct.

SPEAKER_02 19:20

And so on a day-to-day basis, you really need to define the roles and responsibilities and the inputs that each of your people need to do for the company as a whole to be successful, for the team as a whole to be successful. And this is where, once again, I think that mistake that's where it's mistaken, and that effort over results means no results. It's like, no, it absolutely does mean results. In fact, you're gonna get better results because what it does, Adrian, is when you let people and you treat people like adults and you let people focus on the things they can control, they know specifically what they need to do, they're happier, they're more content, they're a little more innovative, they try new things, they're gonna help the company in that way, they're gonna collaborate with each other better because there's this safe space. And one of the things that I get a lot of pushback on is when I mention those two words together, psychologically safe. Um, a lot of people think it's kind of kumbaya, it's woo-woo, it's just philosophical. And it's like, no, this is how companies are being led properly in 2026 and for the next decade or two, or I don't know how long. And it is largely because of that Gen Z generation that is pushing back on okay, why am I here? What's my purpose, and how do I fit into this? What are the company values? Do you actually exhibit the company values, Mr. or Mrs. Owner? They want to feel like they're part of something bigger, they want to feel like they're almost like part of a family that is all working together. And so, getting back to your question, Adrian, it really just comes down to inputs and outcomes. Figure out what the outcomes are, set it and forget it. And now let's each work on the inputs and efforts every day. And when we do decide to do a review, hey, how close are we to our goals? How close are we to the results we want KPI's metrics? The conversation isn't about the KPI itself, the key performance indicator. The conversation is around the KPI or the metric meaning. All right, what did everybody contribute? What was the effort that was put in that resulted in this particular number, this particular, you know, setting that we have in the current moment? Okay, let's now talk about how do we change our efforts to continue towards that goal. And and one of them, I'll I'll finish with this. The the one of the most simplest ways I can describe it is, you know, if you were if you were coaching an amateur sports team and you imagine this, like a bunch of 12-year-olds and a little baseball team, and the coach is constantly saying, Well, we lost another game, you know, or great win. Those kids are taking the message from coach that losing and winning are the only things that he thinks about, she thinks about, and that's all that we're being basically evaluated on. A coach, a business owner, a teacher, a parent that comes to you and says, Hey, I know we lost, but man, I love the effort you put out there today. Every one of you got better today because you learned from this. Okay, what do we need to change now to continue to improve, regardless of wins and losses? And when I did that with my kids, when I finally took kind of took the leash off, so to say, and said, All I care is that you put effort in, really. In the end, and if you fail, I'm okay with that because at least I know you tried. That releases so much pressure and anxiety from people that it it just lightens their load and it makes. They want to work harder, and this is where business owners don't quite get it. They think putting pressure on people helps, and it doesn't, it just makes them burn out quicker, makes them want to leave and go to another company or what have you. So that's the message I'm trying to send.

SPEAKER_03 23:03

Yeah, I love it. As you were talking, you kept using a word that I love, especially when we're talking about leadership, and that's we, you know, we, you're a part of a team, even though you're leading, it's still a team, right? Team effort, team shared responsibility, team wins. Many times, as leaders, we forget that and think that if it's a I and them. No, it's a we, right? So, you know, Quinn, you talk a lot about building a mindset that lasts. What are some of the core principles behind having a mindset that lasts?

SPEAKER_02 23:34

I would say that's a tough one to answer, just because there's so many messages out there. And and with with social media, there's we're getting pulled in so many different directions. And I think it is, it goes back to something you had said earlier, and that I really espoused is really just that prior prioritization. Um, and one of the simplest things is, you know, what battles do I really want to fight? And I think I think overachievers, high performers, um, you know, alpha types, um, type A personalities, and they generally in the past, they became the leaders, they're the ones that burned out the fastest. And I think it's just important for us to not react in the moment, to absorb what's happening, pull the pull the, I like to call it pulling the timeline out a bit, and taking a look at sort of things that are happening on both sides of that moment. Because what I've I've actually, this is scientific research, but basically, people have said, um, scientists have basically said that 90% of the things that we worry about that could happen in the future, no matter what field or arena we're in, never happen. And this is what burns people out. This is where your mindset gets gets squirreled, I call it, gets distracted by things that really don't matter that very much. And what it boils down to in the end is regardless, all you can do is decide this is the effort, these are the inputs that I need to put into this particular thing in this moment or this quarter, this week, or the situation I'm in. And after that, I gotta leave it, I just gotta kind of leave it up to the universe of God and whatever you believe in, because what you can control is what you can affect. And the mindset and the positive mindset that comes from that, and I like to use Mel Robbins' let them theory as well. I love that because it that actually is part of the EOR thought process is okay, I can't change how they are, I can't change who they are, and I have no right to. I have to let them be them, but then I let need to let me react appropriately in this situation. And that's that's really what it boils down to, Adrienne. It's it's deciding on, you know, what are the battles that we really want to, you know, what are the hills we really want to die on, what are our priorities? Focus your efforts on those priorities because that's all you can control. And then after that, you have to just sort of, you know, let the universe decide where it's headed.

SPEAKER_03 26:11

Yeah, absolutely. Absolutely. And I know many times for for us as human beings and as as as leaders, we have these intent internal struggles. Sometimes with my staff, I invite them to get rid of the stinking thinking. I can talk all day, but that in internal conversation that you're having, I need you to manage that, right? So then we can engage uh appropriately. And you know, one that I thought about when you were talking was this growth without self-portrayal. Sustainable leaders pursue growth. And you mentioned this several times, right? Without abandoning rest, without abandoning boundaries, without abandoning integrity, right? We're talking about effort over results. We have to do some self-accountability in these ways. And then another one I thought about was identity over outcome, right? Leaders who endure don't tie their worth to wins and losses. That goes back to that story that you were just sharing, illustration you shared with us about the coach. They lead from a clear sense of who they are, not just what they achieve. And to every leader that is listening and watching right now, we want to invite you to step back from your role. Make sure you still understand who you are. What are your non-negotiables? What do you bring to the table? Not just the title, not just the position, not just the seeming authority that you happen to have, but what who are you? Who are you outside of that role? Really important as we continue to just contemplate and reassess, right? Our effort over results. And so, Quinn, I want to ask you this question. For somebody that's listening who feels like they're grinding, they're doing the work, they're putting that, they're doing it, but they're not growing. What's the first thing that they need to hear today?

SPEAKER_02 28:06

I don't want to steal this from Simon Sinek, but I think it goes back to what's your why? You know, why are you in this position? And everybody has their reasons. Um, I think a lot of people are are in positions just out of necessity. Um, you know, they may have taken a job, they may have taken a leadership role to be able to pay the bills, um, you know, to to work their way up a corporate ladder, um, you know, and what have you. But I think it's, you know, what is your why? What is the purpose that I'm trying to serve here? And, you know, if you're in a leadership role, leadership isn't it, it's not a title. It's uh, it's a it's a vibe, it's a it's a culture you create, it's an environment you create, and it really is in every aspect, leadership really should be about making others better. Yes, how do we help others succeed? How do we place them in a position to succeed? And what can I do to um provide them those resources? And I'm I'm staying in a in a business setting here, but you can apply this anywhere. What can I do or say or provide to help that person grow? That's what a leader does. Yes, and I want to go back to my example from earlier. When you when you think back to your childhood growing up, that favorite coach you had, that favorite teacher you had, that that, you know, maybe an aunt or an uncle even, or that first or second employer you had that just always you just love being around them. I guarantee you, that is a leader that basically made you feel a safe, psychologically safe, made you feel like you couldn't do any wrong, but help correct when you did go wrong by coaching you through that and helping you learn. And you left better than before you met them. And in everything that I've done, I've tried at least, Adrian. Um, the company that I owned, when I taught high school for several years, um, the business coaching that I did for the last two decades, um, my kids, everything that I've been involved in, I've always taken the the stance of I want them to leave better than when I found them. And I made mistakes. I'm not perfect by any stretch of the imagination, but it finally, it finally sort of became that epiphany to me in the last two to three years is that this is what leadership is all about. And right now, to be honest, if you look at social media and you're in the in the circles you and I run in in terms of thought leadership, um, you're you're inundated and you're just beat down with so many different ideas of what leadership is. And I think it it can be simplified. Um, leadership is influence. Bar none. Leadership is influence. How do you influence others? How do they feel influenced by you? They should want to feel like they're getting better and they want they would want to be better because of you. Yes, and that is really what leadership is all about. It's not about me getting better, it's not about me, you know, having awards behind me on the wall, it's about knowing that someone that I that I touched, that I worked with, that I led, left better than when I found them.

SPEAKER_03 31:15

1000%. So I'm gonna ask you as we turn the corner on this conversation to really speak to us, right? For the leader, Quinn, who feels discouraged when results don't match their efforts. What is one practical habit, one practical mindset from efforts over results that can help this leader to stay disciplined and grounded today?

SPEAKER_02 31:44

Um I would say it's it's it's two things. Um, what one is gratitude? I think, I think we, you know, once again, maybe that gets that's spoken about too much, but it's it's true. Um, you know, gratitude. But here's the other thing, Adrian. It's celebrating little wins along the way. So I'll give you an example. Um, someone who has decided they want to lose weight and they don't hit their target three months later, you know, 90 days they wanted to lose 30 pounds, whatever it is, and they didn't hit their target, and they feel like, well, I'm a failure. I didn't get to my target. Let's take a look at what you did on day one, just putting your gym bag by the door. Let's take a look at what you did on day 13, where you actually put it in the car and went to the gym. Let's talk about days 20 through 60 where you actually were in the gym doing something. Those are all wins, those are all success points. They're just smaller and they may seem insignificant, but that is the battle. That is when you talk to professional athletes, and I've been around them, I was one, it's like they don't the championship feeling doesn't last. I read this the other day about the Seattle Seahawks winning the Super Bowl. They like they they've done research. It's like it's awesome, it's great to win a Super Bowl, and then three to seven days later, it's all right, we're back in the gym, we're back on the field, we're getting ready to build another season. And this is this is the message then that I have for people who kind of feel burnt out or a little lost in where they're headed, or they don't feel you know, maybe they didn't hit the targets they were trying to hit, whatever those metrics may have been. Back the timeline up to when you started the journey and look at all the little things you did that led you to the day, even to the day where the scoreboard didn't match what you wanted it to say. Add all those little wins up. That's what gets you through. That is what gets people through failures. Risk is just a data point. Failure is just a data point. It really is just acknowledging your effort. And when you can acknowledge others' efforts, if you're in a team setting or in a group setting or an employment setting, and you recognize other people's efforts regardless of result, they feel good about those efforts and they want to keep doing it and they want to keep going. They don't quit, they build more resilience, they build more confidence because you are recognizing the one thing they can control. So celebrate those little wins, celebrate getting up in the morning and going to the gym even when you didn't want to. Celebrate all of those little things. And once again, I'm not saying celebrate by going out and partying every night. I'm saying celebrate it by recognizing your brain, give yourself a little pat on the back and go, I didn't want to go to the gym today and I went. I didn't want to do this, but I went and I did it. That is where we build resilience. That is where in my book I talk about the anterior mid-singular cortex, the AMCC in the brain, that challenge muscle in your brain that goes, Yeah, yeah, yeah, feed me more. I don't care if we win or lose. I just want more challenges. And when you start to do things that are challenging and harder for you and succeed or not, you are building that resilience or building that confidence. And that's what we need to give to our students, to our children, to our employees, to our athletes.

SPEAKER_03 35:08

I love that. Celebrate the wins. What a powerful conversation that we've had today, Quinn. And to those of you who are watching, I know that you like me, me like you, need to go back and watch this again so that we can take notes and really assess and really dive in and engage with the conversation we've had today. Quinn, I know that there are leaders that are listening and watching that want to find out more about your book and about all the resources that you have available. What's the best way to be able to do that?

SPEAKER_02 35:39

Well, my book just came out this week. I'm very proud of it. It is um, let me see if I can get it on screen here. Um, Effort Over Results, the Secret to Grit, Growth, and Greatness. And this is a book that is, like I said before, not just for business owners. There is a chapter dedicated to parents, a chapter dedicated to teachers, and a chapter dedicated to coaches. And I want people to um, you can go to the website, effortoverresults.com, all one word. Um, but the book is really, I would say, the best synthesis of of the entire message and where it applies and how to apply it. There's worksheets in there, there's little questions for yourself to ask, you know, to help you grow within an effort or results mentality. So people can go to Amazon and they can search Effort Over Results in my name and they can find the book there. It just came out this week. They can also go, yeah, they can also go to the book website, which is just book.effortoverresults.com or our website, effortoverresults.com. And and I, you know, I I wrote this book as a as a labor of love, as a passion project, because there was just too much good that was coming out of the research and the information that I've gathered over the last several years, and and then thinking back to my you know, last five decades of being on this planet of going, people need to follow this more. It doesn't mean we can't achieve, it doesn't mean we can't win gold medals and and and still win games, but it means we need to grow each other through recognizing the effort we're putting in as opposed to just looking at that scoreboard. So buy the book or come to our website and check us out there. We'd love to have uh you know that conversation with you.

SPEAKER_03 37:16

Absolutely. Well, Transformation Station, you know, we love to support our guests. So I'm inviting everybody right now to you see the link on the screen. It's also in the description box. Take advantage of being able to go get the book. Let's inside, let's grow. Also, I want to invite you to reach out to Quinn, let him know that you heard that you saw this particular episode, let him know what resonated with you. And please, he's a coach, ask questions. We know the community that grows together, learns together, learns together, grows together. And we're both about, we're all about doing both of those. Quinn, thank you so much. It's been great to have you here with us on Transformation Station. Thank you.

SPEAKER_02 37:53

Thank you, Adrian.

SPEAKER_03 37:55

All right. Well, listen, what a powerful reminder from Quinn. He reminded us today that greatness isn't built in the spotlight, it's built in the commitment to show up when progress feels slow and results are uncertain. Now, I'd love to hear from you. Where in your life or in your leadership do you need to recommit to the process instead of chasing the outcome? As always, remember to subscribe to Transformation Station Leadership Podcast. Follow, subscribe on YouTube and all of your podcast platforms. And don't be selfish. Go ahead and share this with another leader in your community. So until next time, I'm inviting you to keep on showing up, keep choosing effort, and keep transforming from the inside out.