OYM Mark | Optimal Beings

 

People cannot function properly if their problems and burdens are left unchecked. They need to fix what is inside of them and they can’t do it alone. In this episode, you will learn how you can, as a leader, support your team to become optimal beings. Timothy J. Hayes brings Mark Hattas and Rex Montague-Bauer, the founders of Rookha Group Inc and Journey’s Dream, to this conversation. Their goal is to give leaders a more active role in supporting their people’s mental and emotional state. They do this by using the optimal being program. Learn more about the principles and elements of wellbeing and how to use them in your workplace.

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How Leaders Can Support Their Teams To Become Optimal Beings With Mark Hattas And Rex Montague Bauer

Mark Hattas is an entrepreneur, author and Optimal Being mentor, supporting optimal living, executive excellence, and organizational resiliency. Mark Cofounded Journey’s Dream. Rex Montague-Bauer is also an Optimal Being Mentor and Cofounder of Journey’s Dream and the Director of Product and Program Development and an Executive Mentor.

Rex Montague-Bauer, Cofounder and Director on Product and Program development and Executive Mentor, brings to the Optimal Being team over sixteen years of experience in sales marketing and executive management. Realizing that true fulfillment comes from following one’s innate wisdom and internal guidance, he left his corporate position to pursue his dream of supporting himself and others in true transformation. Hundreds have benefited from Rex’s guidance and support as a facilitator, mentor, and directional advisor. After devoting many years to mastering a unique set of tools, he led the design and development of the Optimal Being Program available at OptimalBeing.live and served as the lead instructor.

Rex uses his vast experience and abilities to identify strengths and specific areas of challenge for individuals and organizations. This empowers them to accomplish their goals effectively and efficiently. He inspires a sense of clarity and confidence that supports the fulfillment of an organization’s vision for and manifests an awakened organization. When his son, Journey Shay, was diagnosed with a mental illness and died four years later, Rex was motivated with a renewed passion to uplift and support anyone struggling with mental health challenges. This life-changing personal experience inspired Rex to Cofound the Hattas Shay International Foundation and Journey’s Dream.

Mark Hattas is an entrepreneur, author, and Optimal Being mentor, supporting optimal living, executive excellence, and organizational resiliency. Mark Cofounded Journey’s Dream, a support hub sharing the path to sustained mental health. He also co-created the Optimal Being Program, OptimalBeing.live, and a powerful workforce solution supporting people living optimally. Prior to this, Mark started, built, and sold a $20 million revenue tech firm over a twelve-year period.

He is an international best-selling author and has significantly contributed to the boards of i.c.stars and Charles Tillman Cornerstone Foundation. Mark began his GE’s Technical Leadership Program following and earning an engineering degree at Marquette University. Mark believes every human has a right to live their optimal life. He is here to support all in doing this. Mark is sharing this adventure of life with his wife Liz and their five children.

Welcome, Mark and Rex. It’s a delight to have you join us. Thank you for taking the time to be with us.

Thanks for having us.

[bctt tweet=”Leaders need to have the responsibility to recognize when someone is struggling. ” username=””]

Thanks, Tim.

The Journey’s Dream show has focused a lot on individual and family mental health issues. I know that you’re doing a lot with taking the Optimal Being tools into the workplace. I was hoping you could share how this fits with what you’re doing in that exciting arena.

To give a little bit of history, I had built and sold a tech company, and then went through my mental health transition. Thankfully, I’m on the other side of it. At the beginning of that, as I started to learn the principles that make up the Optimal Being Program, there was a strong inspiration that came that we need to be teaching these in the workplace. These are core fundamental tools and resources that leaders can benefit from.

In 2012, I put together an early pilot stage and brought it to my old company and its leaders. They liked it for themselves and said, “It’s not ready.” I was disappointed. I called Rex and said, “What would you think of joining me and working together?” Tim, you became part of that at one point as well where we were collaborating. How does this stuff get out into the world in a way that can support employees and a workforce?

The big a-ha that came for me was as we worked with leaders and saw highly statistically significant results. We had this organizational sense that we have an opportunity to present organizational resiliency, mental and emotional cognitive performance, supporting people being on in their life. Not just on for work but to be on fully. They can navigate through the bumps in the road or even significant challenges in life and have a toolset that can support organizational resiliency coming into alignment as team members, as people who are responsible for running that organization.

One of the things that had struck me as a leader were the people who were significantly struggling. There are people who manage through. That’s the American way in a lot of respect that people push through. It’s becoming more and more common that we have a responsibility as leaders to recognize when someone’s pushing through and say, “Let’s pause. Let’s look at what else could be supportive of you so that you’re not bearing the burden and dragging forward all this stuff into the workplace from your home or the past, either in work or yourself. Let’s get it to a place where someone can be on target.”

There are memories that I had of a few people in the tech company I ran who struggled and I didn’t understand it at the time. This was years ago. We had one gentleman. He couldn’t function. Multiple people came to me and said, “What’s going on with him?” I asked him and he said his doc changes his medications. There was another woman struggling. We had a suicide. There are these dynamics. It’s like, “How do I deal with these as a leader?”

More and more I realize, the way to deal with these as a leader is to understand the tools and principles that we teach in the Optimal Being Program and bring them into the workforce so that it becomes common to work through dynamics. Not to become a mental health professional clinic in the workplace because that’s not it. There are resources out there that are much deeper but to get the core basics and to create an environment of resiliency and support right there in the office.

It reminds me of the way Gabor Maté talks about everybody who’s interacting with people should have a trauma-informed approach. They don’t need to be trauma therapists, but they need to have a roadmap that lets them see what warning signs might indicate the need for a referral to somebody, adding a resource, or giving personal space. That exactly sounds what you have going here with the Optimal Being Program.

OYM Mark | Optimal Beings

Optimal Beings: As a leader, a way to deal with your employees is to understand the tools and principles in the optimal being program. Bring those into the workforce so that it becomes common to work through dynamics.

 

It is interesting because my adventure took a different road than what Mark was explaining. I was involved in corporate and that was a big part of my life. What I learned and how I got involved when Mark invited me in and said, “Let’s do this.” We’ve been doing it ever since. The experience I had was we spent 40 years personally working with the principles that we teach in the Optimal Being Program. I have interacted with it in my daily life with my family, cohorts and business.

One day, we woke up with my son in a mental health crisis. In incredibly difficult circumstances, you were around during that time. You were aware of that. Suddenly, all the tools and everything that we learned as a family was put to a full test. We came away from that experience after four years. The journey was an exceptional student at the University of Michigan. He got attacked and beat up and may have had some brain injuries and never was determined. After four years of in and out of hospitals, he stepped off a six-story building and his life ended.

What happened is there was such a profound realization on many levels in many ways. I knew the tools. We lived the tools. Our family lived it. How many other families are out there working in the business that doesn’t have the trauma toolset? They don’t know how to interact with it and engage it. All of a sudden, I felt a renewed passion for working with developing this program. That’s why we did it together. Not the only reason but one of the main reasons is that we want to make sure all the families, leaders wherever they are, will be a part of a family. They’re part of a system that they’re engaged with. If they don’t have tools, they don’t get the results of finding the joy that they’re capable of having and also experienced the things that they need to when issues surface.

We were surprised that we weren’t able to move right through it gracefully and easily with Journey. It was such an awakening that said, “One, I need a better refinement of my own experience with the tools. What better way to do it than create a program that’s going to use all the tools as the basis to do so? Two, make sure that when I show up, I’m able to maintain the integrity of what we call the Optimal Being.” I wanted to add that because it’s a different angle that I approached it from and it was heart-wrenching. It’s part of the reason we cofounded Journey’s Dream and introduced Journey’s Dream to the world.

When you’re looking at the tools and bringing these tools that were essentially developed for individuals to work on themselves and within their families, what have you done to make them more accessible to the corporate world?

There are quite a few dynamics there, but I’m going to focus on technology. When we first began delivering these, everything was live. We were limited to a group of about 12 to 15 people to deliver them. We repeatedly delivered those live sessions over the years. In 2018, we partnered with a crew that filmed everything and edited the whole program. It took us about a year to film everything, edit it and get it in a technology that was accessible. It took another eight months or so to refine that to be scalable for an organization.

[bctt tweet=”The biggest impact that an organization is going to have is if there is proper leadership.” username=””]

An organization can come in, we can start with the initial assessment, which is powerful. It measures essentially ten areas of what we call elements of well-being that define someone’s code. In summary, they get this pre-assessment, learn the top three areas of focus, and use those throughout the tool. As they go into the tools, there are live components and digital components. They are watching videos and reading. It’s interactive. They’re getting texts. They’re getting some phone calls once in a while. It’s well designed and structured such that in sixteen weeks, someone’s going to go from not being aware of these tools to have a degree of mastery.

I love using The Karate Kid. I know not everyone likes this but The Karate Kid story of the wax on, wax off with Mr. Miyagi is much like that. It’s an objective-based, principle-based process that all of a sudden, I realize like, “That tool I learned in week two is carrying with me. I see how that works with weeks 3, 4, 5, 6, etc.” All together as these tools work in harmony in support, they become second nature. It’s been well designed. A powerfully skilled instructional designer, worked with us to design this thing to work effectively inside an organization. We’ve assessed the language and made sure that it meets the needs of all types of individuals from all types of backgrounds and supports resiliency of coming back online. A key for a program like this is to be able to see the consistency of change. Everyone is going to have their own experience.

It’s gentle enough. We’re not going into deep trauma stuff in the workplace. We’re working on work-related things. There’s a COO of an organization that I’ve been working with. There are nine modules and he finished module seven. Every time we have a conversation, he says, “Mark, it’s like you designed this for me. Every time I go into a module, it’s the perfect timing.” He described how four companies have been coming together on a major challenge and blaming each other. It went south quickly.

He said, “Mark, I used all these tools to make sure he was online as a leader, but then he used the tools to help reorient the groups so that they were working forward together rather than living in the past of the blame of how they got into the situation.” It was a transformative thing that would have potentially led to complete disaster had they not had the intervention at that moment. It’s little tiny moments lead to the resolution of challenges that otherwise could grow into monumental things and cost dearly.

The thing I like about what you’re saying there is that you’re teaching the people who are already in the business, in the organization, sometimes from the top down, and giving them the tools. When the intervention is needed, it’s not some outside expert coming in trying to tell people. It’s somebody right in the middle of it, on the ground, who can check in with themselves and realize they’re not following what they know they’ve learned is one of the best paths they could take. When they get their behavior and responses online, it has that ripple effect through their interactions with others and their organization. If I understand it correctly, when you first begin, the idea was to do it from the top down. Do you try to get the leadership on board, have them go through the program, and then have employees sign-on?

The biggest impact that an organization is going to have is if the leadership goes through it. It’s bar none. Yes, we can work with individuals who are going through a hard time or groups struggling as a group. If the leaders go through it, they set the tone for the rest of the organization. Now, they have the principles and tools they want everyone to be tuned into and apply. Example. The leader needs to do something. If they’re going to bring this into the organization, they have to do it to have it carry through and be long-lasting.

This particular individual I’m talking about, imagine how easy it would be for him now to say, “Did you see how easy that was? We’ve been through it when it was not easy. I’d like to introduce you to the program that I learned where I found the tools that I used with you guys. Would you like to learn them?” It becomes more of an integrity thing that they’re saying, “That’s what you used? I want to learn that.” It becomes an opportunity for easy entry into the organization. It can also go through HR leaders, either the leader or leadership. It can go through an HR leader or the combination, but it needs to come in at the top of the organization to be truly effective.

We’ve had experiences on a pretty regular basis, at least with 1 or 2 corporations we work with where the leader loved it and wanted to do it. Even one went through the program pseudo but didn’t apply the tools. What happens is that the staff gets excited and starts working with the principles and the tools. If the leader is not engaged, when things start getting a little dicey, that’s inevitable. What happens in life, stuff comes up. When that happens, the leader isn’t saying, “Let’s go to the tools.” What happens is the tools in the program seem to take a second place and it doesn’t stay at the important forefront.

It’s not about the program. It’s about the principles that we share with the staff. When those principles are live in the leader, whatever’s going on, they’re going to draw back and fall back on those principles. The times we’ve noticed when they don’t, it falls away. We’ve had quite a bit of different experiences. Those leaders that engage, remarkable results with the staff and resolution of issues and a much easier manner.

OYM Mark | Optimal Beings

Optimal Beings: Leaders, wherever they are, will be a part of a family. They’re part of a system that they’re engaged with. And if they don’t have tools, they don’t get the results of finding the joy that they’re capable of having.

 

I want to mention that when we were designing it, what was important to us is that make sure we had the languaging that allowed a person to have whatever philosophy, religion, theology, or anything that they came from, their belief structure. We offered it in a language that was neutral and didn’t polarize anyone on any level, which allowed them to be more open. It’s beautiful because we can go across the board, anywhere in the world, under any religion and the principles apply. It’s exciting there as well because now, there’s less resistance to learning the principles and the tools. Those are a couple of things I wanted to mention.

Rex, with the principle, one of the things that from my experience makes this work different from a lot of others is instead of holding up a principle. This program provides specific tools that allow the power behind those principles to have a deep impact on people’s lives.

Exactly. Thank you.

How are people finding out about this? Where are you getting your exposure and your traction? What’s your target audience?

Our target audience is companies that have anywhere from 20 to 30 employees up to 400 or 500 or groups. It could be a much bigger company with groups that we can bucket into those sizes. For the first time, we hired a sales consultant who came on board right at the end of 2020 and the beginning of 2021. He’s been bringing meetings. We started marketing. Before that, it was our network and word of mouth. People who graduated would tell others, “You need to be aware of this.” A leader would go through and the leader would bring it in for more of their team.

We’re at the early stages of the scaling, getting into more people’s hands. We have been quite fortunate to have the level of leadership. Entrepreneurial folks go through it to help us move it in a direction to where it is now. It’s at a quite refined level that it works, consistent, the results are there. It’s a matter of continuing to grow. We’ve got a great team of facilitators and program guides and our call center and tech team. We’ve got a nice team that’s come together to support the execution of this. It’s early in the process of moving into the marketplace. We are looking for five key companies with a significant number of resources, starting with their leadership team but then take the rest of the organization over time through the program.

People love stories. Let me throw this out for either one of you to answer a success story. Mark, you hinted at one earlier. What’s a success story you’ve had in the corporate world with your Optimal Being program?

I’ve got two that I’d like to share. The first one, we had a client who brought us in. I remember meeting with Rex and Paul and I met with the leadership. They were concerned because they had some employees who weren’t good fits, but it had become such a family-oriented culture they didn’t want to let people go. They thought, “Let’s bring in the Optimal Being program. Maybe these people will change and come online with their core philosophy and move forward with them.” One of the things that occurred was they went through the whole program and a couple of key employees struggling most with left. They were doing the program and stuff, but they left.

One of the things that we find is that there’s a resonance of an organization like there’s the Law of Resonance in people. They were operating in functionally tolerating dysfunction. They elevated to a level where they were saying, “We’re going to operate and function more like the way they wanted to.” When those employees realized that they were serious about it and following through on it, they didn’t fit anymore and knew it. Instead of going through a process of possibly firing them or having someone who didn’t fit in the organization, the employees left. The replacement, the people that came in behind them, one of them is doing the same job as the previous person but part-time. They’re happier and more productive. Good results are happening there.

They’re fitting into the corporate culture better.

[bctt tweet=”There’s a resonance in an organization.” username=””]

They’re fitting in. The other one is a replacement for a tech role. They have a new person. They hired because they attracted someone who fits with what they determine they want to become from a conscious place. One of the things that happen here is people become conscious of, “What do we want as an organization? Are we allowing for what we want to come forward? Are we tolerating things that block what we want from being realized?” As that starts to strip away, it’s as if the organization reorients to attract the right resources and the leaders are able to function at their highest levels.

That was exciting to see. We’ve seen it enough to realize that when the culture itself shifts and the leadership’s approach to how they interact in the world of their business and their lives and so forth, it becomes effortless. That’s important because there was so much stress and effort to try to keep these people. We remember, “What’s your main issue?” One, two and they named them. They didn’t have to engage with them and say, “We’re going to have to let you go.” It was an effortless process that the individuals realized they weren’t a good fit. Because the culture shifted and upgraded to a different way of doing business and the people that came in were in another process of effortless, they showed up.

It was cool how the stories came. This person called one day and said, “I heard about your company.” They get an interview and they’re a perfect fit. We either struggle with life. In business, we either struggle with trying to push things forward or we show up and allow it to unfold from a place of conscious awareness and intention. We did a system with this company that is a vision-type process that they were blown away with. They said they’d never had anything like that. They’ve been in business for over twenty years. They said it transformed everything. It set the tone for this massive cultural shift. When you talk to the owners and the staff, they love working together. There’s lots more with it, but that’s to give an encapsulation.

That’s a wonderful thing because a lot of people, especially in our culture and certainly in our families, come to the idea that we can’t ever let anything go or have an ending. We’ve got to stay. Henry Cloud wrote the book Necessary Endings. It somewhat relates to personal relationships, but he directs it mostly at the corporate world. Story after story, it’s similar to the one you’re telling. When you get yourself aligned, when you don’t tolerate those dragging you down or dragging the company or corporation down, it becomes pretty obvious. Maybe this person isn’t a good fit. It’s a better thing for everybody, including the person who is let go, to acknowledge they’re not a good fit for that company or for that position. With the tools you have in the Optimal Being program, you can do that in such a straightforward, respectful way that it’s a blessing to everyone.

The people who’ve gone to the program were entrepreneurs, number one best-selling rap artist, and an actress. There are people that get benefit from going to the program from all walks of life. I want to emphasize that the role of the entrepreneur is interesting. Being an entrepreneur that’s near and dear to my heart, Rex and I work with leaders. It’s not always that someone says, “I’m looking to bring an Optimal Being type program in.” It’s often the leader looking for executive mentoring and coaching. One of the dynamics that happen when we are in that aligned state is that we attract. We mentioned that in the last story. We teach principles and tools to support leaders in an aligned state to attract what they most want.

I know Rex has a story too. I experienced awe with these tools nearly daily Someone I hadn’t spoken with in fifteen years and I didn’t know him that well. I’ve met him a few times. I got a LinkedIn request and he says, “You were in my dream last night.” The message in the dream was to find Mark Hattas.” He said he had dreams since he was sixteen where he would have prophetic dreams at times, but said only twice in his life that he got a first and last name. He listened and he reached out.

It turns out that he had built and sold three different companies. The value of those combined companies was in the hundreds and millions of dollars. He had a new organization that was a few years in the making. He’s got a huge vision. He recognized that he needed some support. We begin working together quickly. As he’s going through this, he realizes where some of the blocks are and some of the things that keep him tied to past situations, not allowing for his vision to move forward. It was funny because we had one session and he texted me Monday or the weekend after, and he said, “Mark, you wouldn’t believe what happened.” Right after, he gets three calls for funding. Somebody that was a critical hire comes through. All these things start landing.

What we’ve experienced in working with leaders is there’s consistent forward progress at an accelerated pace. The person is doing the work. We’re stewarding the teaching, practicing, and helping people realize like, “You have these tools. We can fish for you, but we want to teach you so that you can do it on your own.” The executive, the entrepreneur, oftentimes wants to start with a mentoring, coaching relationship because then they get deep into, “How does this apply to me?” What we’re doing in those sessions is using the core tools and principles until they get to a level where they’re ready, let’s bring it in for other people. There are successes in the program and the successes in the mentoring of leaders that go along with the program that’s critical as well.

I’m also working with a business owner. He started in our program. We worked together. Mark introduced us. He started with a program and loved it. He was having all sorts of dynamic challenges with his business partner. He and I hit it off with the program. Once he finished the program, he felt like he wanted to do more. We started doing our private work together and our mentoring. He was able to resolve the patterns and the things that were happening in him that he wasn’t able to see in regards to how and why he would attract a partner that had the behaviors and the personality that he did. By resolving that within himself, he decided, “I don’t want to do this business with my partner anymore.” He set up a bio.

OYM Mark | Optimal Beings

Optimal Beings: Employees who don’t want to follow where you’re going will leave once they realize that they don’t fit anymore.

 

He has a multi-million-dollar company. He went through a successful selling of his partnership and came away with a nice settlement. Now, he’s adventuring into a new company. He’s got the ideas down and we’re continuing our work together. Mark, you nailed it because it isn’t about Mark or I or the program even. It’s about what the individual does and applying the tools and the principles into their daily life. What most people think is their problems at work are originated at work. The actual truth is and I know this Tim, is that the challenge a person has, originates within us. We interact with it at home and work. Wherever we go, we take him with us. As he’s refining it, our work keeps expanding. He has gotten to a place now where the people he’s attracting want to have fun. They want to be successful and they will be and I’m excited.

It is part of the vision that Mark and I have in our company, Tim. The new business world that’s coming is a business world that is functioning based on love. The core principle of our program. The Optimal Being that we represent is the being of pure love that we truly are. Some people go, “That’s a little mushy or something.” It’s basic. We’re an Optimal Being that’s functioning in the world from a place of something less than who we truly are. When we function in the world from something less than who we truly are, we get less than optimal results.

What are we in alignment with? We’re in alignment with what we call the Optimal Being. What we call the Optimal Being is the pure essence of love. Not the love that the person might think of or they’re in love with someone but if you imagine a newborn baby, a puppy, or a kitten and you hold that infant and look into their eyes, you get a sensation and an experience of awe. You see they’re loving. You can say, “They love me. I love them.” The essence of what they’re doing is a state of being. That’s what we call the Optimal Being.

I also want to make sure we do a shout-out to Dr. Michael Ryce. I know you work with him regularly. He’s been an amazing teacher and mentor. The foundation of everything we do in our program is Michael’s teachings that he spent a better part of his life creating and putting together. You can learn about Michael at WhyAgain.org. He’s amazing. I love the man. I’ve known him for many years. I started studying with him many years ago. We are blessed to have him supporting what we’re doing in the world and the world of business.

I’m getting the sense that the Optimal Being program gives people tools to turn any negative emotional state into part of a corrective guidance system, tools for communicating more effectively, resolving conflict. Also, removing any internal emotional blockage that would prevent them from reaching a higher level of success. One of the things I like about this program is that it has those tools. You’ve got those principles. You’ve got the base recognition of our true nature as a spiritual being, etc. You have the specific tools to help let that have a direct impact on your life. For either one of you, what’s something we haven’t even touched on yet? You want to make sure you put it out there when people think about the corporate world and how Optimal Being or the set of tools might be a nice addition to their toolkit.

[bctt tweet=”Your work challenges didn’t originate from work. They originated within in you.” username=””]

For me, the opportunity that we have is to look for entry points into a person’s life. We can find an entry point through a podcast like this or a book. We have a new book that’s going to be coming out. The working title is The Awakened Workforce and it’s in the editing stage, but it’s going to walk through these ten elements that we measure and move through in the program. That’s going to be an entry point. There are many that we’ve created.

In Journey’s Dream, one of the big benefits is we’ve got an opportunity to have outreach into a corporate environment. We can meet people there so that we can support having these tools lead to thriving. Journey’s Dream also has deeper resources and access to practitioners. If someone’s struggling and needing some further intervention, there’s deeper access. It’s an all-inclusive resiliency program to say, “We can work with your top thriving executives. When they have a bump in the road, we can work with them there.” These tools applied equally well there.

Even if people have been struggling for a while, these tools are extremely effective. It’s a part of the roadmap that I used that led me to full restoration to help after I went through my mental health crisis. There are also some of those deeper resources in the podcast, in the practitioner network, and some of the other tools that are in JourneysDream.org. I want to emphasize that there are lots of different ways that someone can come and approach this. If you’re wondering, “How do I get more? What if we have people that are at the far end of struggling?” There are lots available in that world of Journey’s Dream.

Mark, that was excellent. Thank you. In our public setting, we’re on our best behavior. In another moment, we might be reacting to something and having a difficult time. Sometimes people believe or think that the program is designed to we’re supposed to be joyous all the time. That’s horse manure. We aren’t supposed to be anything. What we are is pure love. When we forget who we are, then we engage in the world in a reactive manner. The key to our program is you experience your joy more fully. You experience your sadness and your pain more fully. You experience whatever it is fully living.

As an Optimal Being, it doesn’t mean that you always enjoy. It means that you have some anger that comes up or experiences in the world. Whatever it is, you have the tools and methods. You have developed the skill by going through the process to be able to navigate it and realign with the being that you are. Not to avoid something that might not be pleasant but to embrace it. The more one does that as an individual, and then they represent that in their company, the company reflects it. The individuals want to know what’s going on.

OYM Mark | Optimal Beings

Optimal Beings: In business, you either struggle to try to push things forward or you allow things to unfold from a place of conscious awareness and intention.

 

If the leaders are doing it, then the employees are going to go, “What are you doing? You seem different to me.” I wanted to emphasize that this isn’t a feel-good program. There’s a lot of feel-good programs out there. This program helps people understand who they are, connect with their internal guidance system and restore themselves to their true being. Also, to live fully in every moment and create more joy in the world while embracing everything that may not look like that.

Thank you both. It’s exciting for me to have been around, in the beginning, to see that things are progressing. I look forward to that book, whatever the end title tends to be., and to having you guys back to talk about what’s the status and what’s new on the horizon for the Optimal Being program in the workplace.

Dr. Tim, the website is OptimalBeing.live. You can get there through JourneysDream.org as well, but there’s a direct site for the program, too.

Thank you so much for being here, both of you. It’s a delight to talk to you again. I’ll look forward to catching up.

[bctt tweet=”When an organization reorients to attract the right resources. Leaders are able to function at their highest levels. ” username=””]

Thank you, Dr. Tim. I appreciate all the support that you’ve given us throughout this process and also what you’re doing for Journey’s Dream. You’re a blessing. We appreciate you massively.

You’re quite welcome and deserving.

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About Mark Hattas

OYM Mark | Optimal BeingsMark Hattas is an entrepreneur, author, and Optimal Being mentor supporting optimal living, executive excellence, and organizational resiliency.

Mark co-founded Journey’s Dream (journeysdream.org, a support hub sharing the path to sustained mental health. He also co-created the Optimal Being program optimalbeing.live, a powerful workforce solution supporting people living optimally.

Prior to this, Mark started, built, and sold a $20M (revenue) tech firm over a 12 year period. He is an international best-selling author and has significantly contributed to the Boards of i.c. stars and Charles Tillman’s Cornerstone Foundation. Mark began his career in GE’s technical leadership program following earning an engineering (EE) degree at Marquette University.

Mark believes every human has a right to live their optimal life. He is here to support all in doing this. Mark is sharing this adventure of life with his wife, Liz, and their five children.

About Rex Montague-Bauer

OYM Mark | Optimal BeingsRex Montague-Bauer – Co-founder, Director of Product & Program Development, and Executive Mentor

Rex brings to the Optimal Being Team 16 years of experience in sales, marketing, and executive management. Realizing that true fulfillment comes from following one’s innate wisdom and internal guidance, he left his corporate position to pursue his dream of supporting himself and others in true transformation. Hundreds have benefited from Rex’s guidance and support as a facilitator, mentor, and directional advisor. After devoting the past 38 years to mastering a unique set of tools, he led the design and development of the Optimal Being Program optimalbeing.live and serves as the lead instructor.

Rex uses his vast experience and abilities to identify strengths as well as specific areas of challenge for individuals and organizations. This empowers them to accomplish their goals effectively and efficiently. He inspires a sense of clarity and confidence that supports fulfilment of an organization’s vision for, and manifestation of, an Awakened Organization.

When his son Journey Shay was diagnosed with a mental illness and died 4 years later, he was motivated with renewed passion to uplift and support anyone struggling with mental health challenges. This life changing, personal experience inspired Rex to co-found Hattas Shay International and Journey’s Dream (journeysdream.org Rex’s heartfelt desire is that all people achieve and sustain optimal health, joy and well-being.

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Journey's Dream

Journey's Dream

Used to select this used (Journey's Dream) as Author of the On Your Mind Podcasts