Tough, but oh so gentle leadership tips courtesy of Tony Robbins...

Hey You,

It’s Lewis aka Nerd #2.

Today I’m sharing with you notes on a super exclusive seminar Tony Robbins used to host called “Fortune Management”.

It was exclusively sold to doctors, MD’s, psychologists, maybe dentists too, who ran their own practices and was focused on helping them manage their business profitably.

This seminar is old school 80’s “Hair Helmet” Tony rocking the stage in a 3 piece suit and everything at the beginning of this seminar was the same stuff he would teach to his mixed breed dog groups who came to his trainings for learning how to get out of their own way so they can be fulfilled and make an impact on the world.

But this seminar was pre-Unleash The Power as you see it today. In a way, the content is deeper. It’s more thorough.

So with this introduction out of the way, I give you notes on Tony speaking about…


You don’t change people by changing the way they are by putting something else there, but rather by first interrupting what’s already there.

Interrupt. Interrupt what’s already there.  Next time someone’s stuck, change their physiology or focus. When people are caught up in un-resourceful states, FRY THEIR BRAIN by asking a question that’s totally un-related to the situation, something like, “Do you fart in public?

Do this with yourself too when you get stuck and/or caught up emotionally. 

Management/Leadership is the ability or capacity for you to consistently help people to feel the way they want to feel while they do things that empower themselves and others.

It is the ability/the capacity to help people feel good while they do things that empower themselves and others. You must first manage yourself.

When you influence people it’s because of your communication and style and way of living and caring… people want to belong to what it is you’re a part of, they want to contribute – not because they have to to earn a living – but because they love it, because they know it makes a difference, because they’re linked up. 

At any moment we can choose to enjoy where we are. Our beliefs that it’s not enjoyable is the only thing stopping us. “I’ll feel happy when xyz” or “When xyz, I feel happy” — vs ENJOYING THE PROCESS. 

3 Types of Leadership:

1. Micro Leadership/Micro Management

This is the opposite of having your job being to empower someone by understanding them, relating to them, and help them anyway you possibly can so that they not only get the task done but they enjoy the process.

2. Macro Leadership/Macro Management

This is big picture and coordination to create long lasting value — where as #1 is enjoyable specific-task related, 2 is people coordination so it all comes together to really produce what we’re committed to…instead of ‘I’m doing my job, yours is up to you’ — coming together as a team is macro)

3. Meta Leadership

Leading leaders, allowing people to be leaders – the more you have to be doing everything the less power you have – so instead get together macro as a team and create a clear plan that works, that you can monitor from afar and get out of the way of the staff.

Empower the staff so they can be leaders, teaching your own staff to be leaders — your job is to support and be able to be supported so you’re really free) …Get such precision that you come together as a team and can count on each other as leaders — not: “I’m leader, you follow” — but all co-leaders …you captain the ship, but together you create this, you learn from each other and feedback flows and that level of openness creates power.

You’re steering as a leader with the vision of ‘why we’re doing all this’ and get people connected so when they’re making a phone call to get someone to come back in they know what that really means — it’s not just making a call to get someone in an office, it’s about impacting someone’s life.

It’s about what we’re all about together here — it’s about doing that in a profitable way so we can all have a lifestyle that makes plenty of money while we add value.

The more value you create for others, the more you get to earn — where your staff can make a difference in peoples lives and add more to the bottom line and while you’re doing better then the staff can do better as in incentive.

Meta Leadership:

This isn’t just letting go and trusting. It’s about having a plan-monitoring-and supporting.  You can manage stability – Leadership comes into play big time when there’s change…because Leaders have to create Certainty in people and bring the vision that creates certainty for people  

6 Areas Of Our Live We Try To Establish CERTAINTY:

1. Environment

2. Behavior

3. Capabilities

4. Beliefs/Values

5. Identity

6. Spiritual 

At any of these levels, the leader has to take that vision (beyond just themselves) – that sense of meaning, that sense of connection – and get people to feel that sense of connection and link it to any and all of the areas.

Questions like the ones below allow this to happen…

1. Describe your environment…the environment you’re in from the time you wake up to the time you go to sleep on an average day [describe your physical environment and people — not what you do]

2. Describe what you do on an average day from the time you wake up to the time you go to sleep 

3. What are you capable of…[start with what you do in your job and then expand to your life — capable of doing/capable of being]

4. What do you believe/what do you value…[about what you do at work/at work, what do you value most in life]

5. Who are you … [“I’m…”, “I’m a person that…”] -> “How does that feel…”

6. What do you contribute and who do you contribute to…[what are you connected to, what are you a part of, what do you contribute/to whom or what] -> “How does it feel to be connected there?”

Notice how you feel and what is most important at each distinction. As we learn more about each other (and ourselves) we’re able to support each other, build more intimacy, build a stronger team, accomplish and achieve, and be with each other more and enjoy the process.


That’s why you really do all you do. That’s why anyone does what they really do. And that’s the power of questions.  Notice the feelings you have as you do the exercise above.

Now go back and answer the questions WITH THOSE FEELINGS. What you do moment to moment is a full expression of who you are. The emotion changes ‘who you are’ as a person. Take the feelings and link them up.

When you think of what you do, you’ll feel differently. Same with all 6 areas.


Sincere interest in people. Be there emotionally.  Notice what is important to them about their environment. NOTICE THE PATTERNS THEY DESCRIBE. (i.e. the audience participant continually stressing ‘neatness’/’tidiness’) — if he’s part of your team you could support him by creating a neat environment for him. 

If someone says, “I’m capable of anything” –> ask “HOW DOES THAT MAKE YOU FEEL?” Whenever someone says something great ask “How does that make you feel?” so they stop and feel it. “How does that make you feel?”  “How does that make you feel?”  “How does that make you feel?” ANCHOR IT TO WHO THEY REALLY ARE. 

After doing the exercise ending at “6. What do you contribute and who do you contribute to…” As you feel these feelings, if we were to operate from the belief that what you do moment to moment is an expression of who you really are now — you really take this feeling back to those same areas – take this feeling and put it, CONNECT IT, to everything you do and who you are and your capabilities and your identity…so, take a step back to Identity and ask “who are you?” AND DO IT WITH THIS FEELING. You can say the same thing or say something different – doesn’t matter – BUT WITH THIS FEELING. Hang onto this feeling, and step back through the questions.” 

Get an idea of what’s most important to you.

Taking more of a vision to what that is to what you do moment to moment in your life which is what changes it all. Transform. Get connected. Take the feeling of what your life is about and connect it to little menial things you used to hate. Then you’ll do those things you used to hate with Joy and it will change everything. That along with HOW to do it — the practice itself.

What determines the quality of your life?

The way you evaluate things – the meaning you create out of stuff that happens.

Evaluations are just questions. Thinking is just asking and answering questions. Change the questions you ask yourself.  Don’t tell to influence. Ask them. And have them tell you. 

Can you lead someone in asking questions? Yes. And your job as a leader is to ask questions that lead people to who they really are and what their real vision is. 

This connection is huge. The fulfillment side. Add in the physical measurement tangible side (marketing, game plan) and you’re golden.

If you don’t have the aforementioned stuff — the other stuff won’t matter. Even if you DO get what you want and achieve on the physical tangible side — will you be really happy if you miss all these feelings (the fulfillment side?)…No.

The fulfillment side is why we’re all doing what we’re doing. 

You want to manage yourself and your resources to get what you REALLY want. Not what you thought you want or what someone sold you on what you want. Making sure this connection we’re all about is there in the business. The vision may be different for different people, but there are  similarities when it comes to the feelings we strive to experience.