In this insightful episode of the Medical Sales Podcast, Andrie Leday, who’s the US Commercial Vice President of Joint Reconstruction and Enabled Technologies at Johnson & Johnson, shares his transformative journey in the medical sales industry. Andrie reflects on the big changes we’ve seen in society and the industry over the past few years, like the global pandemic and the social justice movements following George Floyd’s death. He really emphasizes how important it is to advocate for yourself, make bold decisions, and keep a growth mindset to thrive in today’s rapidly evolving landscape.

The discussion highlights how crucial diversity and inclusivity are for driving business success, drawing from Andrie’s experiences at Medtronic and Johnson & Johnson. He explores how having diverse teams and supportive environments can spark innovation and organizational growth, backed by initiatives like Johnson & Johnson’s Employment Resource Groups. Andrie also dives into the challenges and opportunities that come with technological advancements, remote work, and mentorship, offering practical strategies for achieving work-life balance and leadership excellence.

You will get valuable insights into navigating the dynamic world of medical sales. Andrie shares his vision for creating a welcoming space for diverse voices and preparing for future growth. This episode offers a wealth of guidance for aspiring leaders and underscores the importance of adaptability and inclusivity in today’s medical sales landscape.

Meet the guest:

Andrie believes in the transformational power of medical devices to enhance our lives.

As Vice President of US Commercial Ambulatory Surgery Centers (ASC), he has focused on creating and achieving Depuy Synthes ASC’s vision, long-term strategy, and business plans to accelerate organizational market growth across multiple therapeutic portfolios: total joints, sports medicine, and trauma.

His 20 years of leadership and sales experience in the healthcare industry have afforded me the opportunity to create collaborative and winning sales teams, diverse in skills and background.

Connect with him: LinkedIn

Disclaimer: The views expressed in this podcast are solely those of the guest and do not necessarily reflect the views of Johnson & Johnson.

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Episode Transcript

00:07 – Samuel Adeyinka (Host)
Hello and welcome to the Medical Sales Podcast. I’m your host, Samuel, founder of a revolutionary medical sales training and mentorship program called the Medical Sales Career Builder, and I’m also host of the Medical Sales Podcast. In this podcast, I interview top medical sales reps and leading medical sales executives across the entire world. It doesn’t matter what medical sales industry from medical device to pharmaceutical, to genetic testing and diagnostic lab you name it you will learn how to either break into the industry, be a top 10% performer within your role or climb the corporate ladder. Welcome to the Medical Sales Podcast and remember, I am a medical sales expert, sharing my own opinion about this amazing industry and how it can change your life.

00:59
Hello and welcome to the Medical Sales Podcast. I’m your host, Samuel, and today we have with us another special guest, and he goes by the name of Andre Lede. Now, what makes this so special is Andre was on our show about three years ago, and anyone listening can imagine how much has changed in the past three years, and it means the same thing for Andre Lede. He’s the US Commercial Vice President of Joint Reconstruction and Enabled Technologies at Johnson Johnson, and these things that he’s about to share with us are things you absolutely want to hear. As always, we do our best to bring you. Guests are doing things differently in the medical cell space and I really do hope you enjoy this interview. Take us to the last time we spoke. I mean, you were, you were a regional manager, I think I was, and you were in, I think you had. Did you have a couple states or just one state?

01:50 – Andrie Leday (Guest)
I was a regional vice president for spine and enabling technology Okay At the time. So robotics navigation Okay.

02:04 – Samuel Adeyinka (Host)
So, yeah, you know, hear, I gotta hear the whole thing. You know, I gotta hear how it all happened. So, take, take us back to our last episode. Let’s do this if, from your best memory, give us the state of the world the last time we spoke, what you were in front of and what you were facing, and we’ll take it from there yeah, uh, really great question.

02:26 – Andrie Leday (Guest)
I’m trying to think state of the world. I’ll start the broader world and then where my world was. Um, I think we were just coming out of the pandemic, if I remember correctly, and from a social, uh, awareness, we were just, I would say, still in the thick of, I think, the aftermath of George Floyd, where some of the, I would say, movement for improvement was still fresh, but also, to the entire country, grappling with what we had all witnessed and trying to figure out what that meant from a broader state of affairs, from a corporate standpoint, I would say, a lot of organizations recognizing that something needed to be done, wanted to be done. But what does it look like? Fast forward to today? It’s actually 180 degrees different from, probably, that standpoint.

03:37
But, that being said, from a personal standpoint, I was in the midst of trying to figure out not just what that meant for me individually, as a professional in the medical sales space, but what does it mean for others like me, or even folks who were, I would say, considered allies that may not look like me. How do we, what can we do? How do we? How do we, how do we navigate? What is this, this new reality and for me, I think, one of the awakenings, and for me, I think, one of the awakenings that I drew from those those months and days was I was no longer in a mindset to work hard enough just to preserve what I had.

04:24 – Samuel Adeyinka (Host)
Give us a little bit more.

04:25 – Andrie Leday (Guest)
Give us a little more on that. I want to get that, make sure that’s crystal clear. Recognizing that every moment, position, role in life for the most part is temporary in nature and so recognizing that that’s a moment in time, not that it’s frivolous, but it’s a moment in time. My goal was to maximize those moments in time for the greatest impact. I take that into my personal life. As a father, I travel quite a bit as a husband for my wife of now 24 years. You know I recognize that I can’t necessarily dictate the amount of time I’m going to have for moments, but what I can dictate is the quality of the interaction and the impact I have while I’m there.

05:16 – Samuel Adeyinka (Host)
So I love that, but I still want to. Can you give me an example of someone, maybe the same two people, same situation. One of them is thinking the way you’ve just described. One of them is thinking, you know, not the way you described, maybe more typical. And what does the experience look like for both of them?

05:34 – Andrie Leday (Guest)
Well, I can say from a, from a very honest position, I’ve sat in both of those spaces mentally and physically.

05:41
So I can recognize that what I consider growth that I’ve had over my career such that I’ve shifted to the former. But I would say the difference would be whether or not to make some of these bold decisions to speak up for yourself and advocate for yourself, whether it be a promotion, whether it be for a change within just some of the functions and ways of working in a work setting that may be a little more bold, or maybe you know they’ve been shot down once or twice, but you know it’s the right thing to do Right, instead of putting your neck out there to try it. Because if you’re wrong, what happens? If you’re wrong man, you could fired, or you can get demoted, or you can get you know, all these other things. Or man, your, your, your, your paycheck, you know that you bring home to feed your family could be greatly altered.

06:37
Um, so I’ve been that person before early in my career.

06:41
Um, so I recognize that and it’s very, you know, human nature for everyone to think that way. I say the epiphany in recognizing that it’s a moment in time allows me to be a little less hinged, or I would say strapped to those confines, and it allows me to take on greater risk, greater opportunities, recognizing it’s okay to fail at something, but you truly only fail if you don’t get back up and take and apply those learnings and either one help yourself or help someone else with those learnings, and so it’s not for a loss. The other thing is now I’m coming up on 25 years in this space. I’m always humbled by the fact that if whatever happened tomorrow took away this role, took away this position, took away this company, whoever it is I work for, they haven’t taken away my knowledge and experience. They haven’t taken away my hunger to succeed and deliver and service patients, service surgeons, services, this medical sales community, such that if I had to start back over, put scrubs back on, go into an OR and learn a completely new condition.

08:11
if, given that opportunity, I’ll just rebuild it again with God’s grace and so that’s how I’ve always I would say more recently been energized and, I would say, reinforced by that reality.

08:28 – Samuel Adeyinka (Host)
So would you say that with this kind of outlook, you’re more appreciative of incremental change as opposed to needing to see the change you want that day? That’s the difference, and it sounds like more respect for the process of what incremental change looks like and how I guess permanent it can be, or not quite.

08:55 – Andrie Leday (Guest)
I honestly would say it’s not. I’m looking for bold change. Ok, I see.

09:02 – Samuel Adeyinka (Host)
I see Bold change.

09:03 – Andrie Leday (Guest)
Okay, I see I see, because I do have nine times out of 10, I think of this. I don’t think of permanence, I think of this moment in time to actually do something and make an impact. So, creating a new sales model, creating a new go-to-market strategy, you name it. I do so with urgency, a greater urgency than I would have earlier in my career. I do so with urgency, a greater urgency than I would have earlier in my career, recognizing again just that potential moment in time, moving at a pace that I may not be aware of. So what can I do today? What can I help others do today, so that we can maximize and multiply that impact?

09:39 – Samuel Adeyinka (Host)
Got it, got it Okay, wow, okay. Well then, take us to the specifics then. So you were in your position. The world was going crazy, and it still is, but the world was going crazy at the time, and now you’re. You know, for as much as you can share, what was influencing decision. When did you start choosing differently? You know what happened.

10:00 – Andrie Leday (Guest)
Yeah, you know it was interesting. I had had a really successful career with my prior organization. You know, 13 years or so in the space Continuous, I would say, career progression with success along the way, and had developed a pretty strong brand and currency within the organization. You know first name basis, but the current and still CEO of that organization Still have a deep respect for he and his team and their leadership. But I also recognize that the opportunities that were before me I still had, I think at the time when my new company gave me a call J&J gave me a call. I had two other USP roles ahead of me with my prior company and I looked at those opportunities and one of them it definitely wasn’t equitable to the things that they claimed it needed to fill, versus what other counterparts in similar titles but different levels of impact were being offered. And so for me I wanted to go somewhere where my experience and my leadership would have value, where my passion for culture and developing high performing cultures with talents from all walks of life would be accepted and we’d be able to lean into that strength and rigor which we know that diversity provides. And so that’s when I had an amazing opportunity in this phone call from my current company, and the one thing that really let me know was the right move when we had a conversation early on.

11:59
I’m a champion of change. I’m a champion of change. I’m a stalwart champion of diversity, engagement and inclusion. I’m unapologetic about it, and if that is a challenge or a problem, let’s please separate now and not proceed. Fortunately, I think that found home in not only the work that I’ve been able to deliver, but also the way I go about it and so fast forward, had a chance to lead the ASC organization and really helped put some form to what was a new space within my current company. Form to what was a new space within my current company Also happens to be one of the strongest growing channels within the orthopedic space and also probably one of the most diverse teams across the orthopedics organization as well, and so it’s always great to see all of this talent become the new reality that we can all lean on and recognize a new pathway forward.

13:07 – Samuel Adeyinka (Host)
Okay, now remember, Andre, this is all edited. So I’m going to get raw right now and you know, say what you can, say what you can, and don’t worry, it’s all edited. So let me understand, because I want to just make sure I’m capturing everything. And first, I know I’m kind of spending a lot of time there, but I just want to make sure I have it clear. Initially, you said that you know what you’ve learned is be careful. What you, I guess, put your name on, because it can, you can lose your job. On the same token, you were saying, but with even with that being said, you’re bolder than you’ve ever been and you realize that you can make significant impacts in the moment by maintaining being bold. So I just want to marry the two ideas there. Are you saying be bold but still be more cautious, or what?

13:57 – Andrie Leday (Guest)
I think it’s going to depend on the season you’re in, to be perfectly honest. To be perfectly honest. So I can’t tell you that young Andre, two or three years into the space, would recognize the strength of being bold under my own energy and confidence. I can’t tell you that I had that recognition. But for those that had it early enough, that had the table stakes of performance that allows them to also, I would say, influence that confidence in others, I hope they embrace it sooner than I have in my career. But that’s what I would say.

14:32
And it has been liberating, to find that it has been, I would say, energizing as well. Okay, I’m saying that’s what I would say to clarify that. Does that clarify?

14:45 – Samuel Adeyinka (Host)
Yeah, yeah. So it sounds like you were saying you used to kind of be maybe overly cautious and now you’re still smart, but because the moments are so important and there’s so much such a big impact to make, you’re stepping in and you’re making it.

14:59 – Andrie Leday (Guest)
Got to have to have no choice.

15:02 – Samuel Adeyinka (Host)
Okay. So now let’s talk real here, all right. So you know you’re with Medtronic that’s kind of a poster child for diversity as far as the common medical sales world is concerned. You know our program. We put thousands of people into positions every year and Medtronic is a popular one and so is J&J.

15:24
But I know you’re a champion for diversity. I know you are. If anything needs to be evaluated and improved to have a more diverse team, which, like you said, is a business benefit. I think everybody talks about diversity. We need diversity, but nobody stresses why and the studies that have been done. You know real studies by McKinsey and other companies that literally say you know, in some cases up to 40% business improvement, 40% more revenue when you choose to have a diverse team versus a homogenous team. So I know you’re a champion for diversity. So being at a company that kind of has the reputation for being that and experiencing something that I talk to us a little bit about, that you know. You were there for 13 years, so I would think you know very well what the culture looks like. Had the culture started to change, was it because the level you were finally reaching? Things just look different? What was going on?

16:25 – Andrie Leday (Guest)
Yeah I would say. I don’t know if it was changing any different than any other organization, but for me I felt like my ability to bring new impact was probably at a ceiling if I could be, honest and I appreciated every bit of it, appreciated that people had a chance to work alongside every day.

16:53
Quite a few of our leaders, also in similar work in support of diversity, had left the organization as well, and so it was in a, I would say, a stable place from just the programs and things happening. But I felt like my ability to help support greater impact was probably at a ceiling.

17:19 – Samuel Adeyinka (Host)
So what does yeah? I don’t know, go ahead please.

17:23 – Andrie Leday (Guest)
So, when I think about that, and then I had again this broader opportunity with J&J come along, who was a company honestly, they were probably one of two companies that I told myself I’d ever leave. My prior employer for J&J was one of them and so to know that they had a reputation for diversity, that I saw very visibly whenever I had a chance to interact with them at various conferences, the marketing that they put forth, you name it, it was very apparent that they had an ecosystem for diversity, and it wasn’t just US, it was global, and so I found that to be also really attractive, and so it was an opportunity for me to just, I would say, take some of the learnings and amazing experiences I had at Medtronic and see if they could take root and provide value elsewhere.

18:23 – Samuel Adeyinka (Host)
If I’m being honest, so it was less about. You know, medtronic had things in an interesting way. They were doing everything the way they’ve all been doing it. They were doing it right. It’s just that now you’re like wait a minute. You know I’ve done a lot here. I can do more and this opportunity will allow me to do that to the fullest degree.

18:42 – Andrie Leday (Guest)
Yeah, well, that was my hypothesis right, I had not worked directly in the system but I’d seen outwardly some really great work, really great champions across the J&J landscape, both their pharmaceutical, their consumer side, as well as, of course, the med device side, and so, yeah, I thought I saw it as an opportunity for me to not only learn but also, hopefully, contribute.

19:06 – Samuel Adeyinka (Host)
So if you were to just say, you know, this company is kind of like the poster child for where companies strive to be in regard to diversity, J&J would probably be one of the companies you’d mention.

19:18 – Andrie Leday (Guest)
Absolutely. I’d put it right at the very top of the list, amongst others.

19:22 – Samuel Adeyinka (Host)
Yeah, so I mean maybe just top three things. Give us the top three things that make that. So you know, what should companies? If a CEO or a VP listens to this right now and they’re thinking about what we’re talking about what should they start looking into within their own organization? You know, those top three things that J&J is currently doing that you say is kind of like the poster child for what it should look like.

19:46 – Andrie Leday (Guest)
I’ll tell you one specific that really speaks to me personally.

19:49
When I joined J&J, there was an opportunity to look at various ERGs employee resource groups that had some opportunities for co-chair and chair support, and the Alliance for Diverse Abilities came forth, and so that included employees from across the globe that had neurodiversity, autism, physical disabilities as well as mental health, and so recognizing that J&J has a World Mental Health Day, international Disabilities Day, and they lean into that Not only that, the employees.

20:34
For instance, we have some amazing employees from all walks of life and, in particular, neurodiversity, having a home within our workspace and seeing some of our strongest and brightest employees that may be autistic, taking the helm and still finding their voice to share their experiences that help make us a better company. And finding that we have, you know, accommodations are investments, because we’re getting all of this amazing talent from new walks of life that, honestly, I don’t know that many companies tap into. So recognizing but creating a safe space and an opportunity for talent from all walks of life to be elevated, that was really, really telling for me. So I’m honored to serve as one of the co-chairs for our Alliance for Diverse Abilities employee resource group, among some of the other ERGs we have.

21:25 – Samuel Adeyinka (Host)
That is fantastic. That is fantastic. How is this new position, from a leadership perspective and what you’re responsible to execute, different from the last one?

21:37 – Andrie Leday (Guest)
Yeah, so my current role I’m the US Commercial Vice President for Joint Reconstruction as well as Enabling Technology.

21:46
So what that provides is not only support for our direct and indirect sales organizations across the US for our hips, knees, shoulder implants and indirect sales organizations across the US for our hips, knees, shoulder implants, but also all of the technologies so robotics, navigation, you name it that also support our procedures as well as our techniques, so our kinematic alignment, inverse kinematic alignments all of the very unique techniques that J&J is embracing and broadening in the orthopedic space.

22:18
So that’s the new role and it’s an awesome responsibility. You’re talking, I would say, close to 1,300 or so people across the US that are part of our team and broader organization. It’s not for the faint of heart, it’s dynamic, but I love the energy, I love the pace, I love the amazing business leaders we get a chance to work with. So some of our indirect sales organizations I mean you’re talking, you know, 100 plus, you know 200 plus million dollar business partners that we’re working alongside and some of these folks are leading organizations as big as the people we’re competing against side, and some of these folks are leading organizations as big as the people we’re competing against and I’m proud to call them partners in our sales battle, so it’s fantastic.

23:01 – Samuel Adeyinka (Host)
How long have you been in the role now?

23:03 – Andrie Leday (Guest)
This role a whole month and two weeks.

23:10 – Samuel Adeyinka (Host)
That’s a long time, so talk to us. Is it still too early to say what it is or what it isn’t, or would you say that the learning curve has been pretty easy or challenging? What’s been the experience like?

23:24 – Andrie Leday (Guest)
I’ve been around a while, Samuel, I’ve touched so many different things say that this could be the most dynamic and, I would say, potentially most positive impact and opportunity that I’ve ever had in my career.

23:46 – Samuel Adeyinka (Host)
Wow, that’s amazing, that’s amazing.

23:49 – Andrie Leday (Guest)
Yeah, so not just from a sales standpoint and the sheer magnitude of that, but getting a chance to work with some really talented surgeons as well, from all walks of life, from all across the world. I have an opportunity. I just ran into a med school student who is actually in a pretty prestigious program and he happens to be a fellow excuse me of color, and so he and I got a chance to talk about our experiences and he was looking for potential mentorship, and so I was able to connect him with a surgeon that I thought you know highly of, that I thought could help him, you know, navigate some opportunities in his life and so just being able to have, you know, opportunities like that supporting women in orthopedics, which is so underserved we have so many talented surgeons that are you know female and oftentimes they feel unseen, they are, you know, unheard, they are underrepresented in some of the work and some of the studies you know that are afoot.

24:59
And then you’ve got, of course, I think, the up and coming surgeons. You know you have some of them that are carving their way through granite, which is the, you know, the standard that’s always been from either the academic setting for, you know, med device, but even beyond. So getting a chance to plug into some of this, you know, new energy in the orthopedic space has been pretty awesome as well, and I think we can see within one another that desire to do something different, that desire to do something bold, and so iron sharpens iron, steel sharpens steel, and so it’s been nice to mix it up, and so we’re doing some collaboration there. But you know, along the way, we’re still, you know, heavily relying on our academic medical centers and just their ability to help take some of the latest and greatest learnings and techniques and help to multiply that across the stratosphere for surgeons entering into the space as well, and so it’s been good.

25:53 – Samuel Adeyinka (Host)
That’s fantastic. So it’s not a spinger. It’s been good. That’s, that’s fantastic. So you know, we are in a in a unique environment in 2024 and the new administration. There’s been concerns that are they going to be really changing the way medical sales operates, with regulatory issues, with different things? With regulatory issues with different things, and I’m sure that someone in your position kind of saw what could be meaning. You know, people are talking about it now, but you probably, you know, were considering it, who knows, a year in advance or six months in advance, long before it actually happened. With that being said, you know, can you give us a little bit about what is the reality? Is there really a concern to have? Is it not what people think? Is it a big fat question mark? Where would you put, where would you place everything as far as regulatory, what’s new now and how medical sales is looking at it?

26:48 – Andrie Leday (Guest)
You know it’s going to vary, I think. Great question about regulatory trends and what’s happening. I would say it’s going to depend on every company and where they’re at in their maturation, where they’re at in their product lifecycle, you name it. I would say, from a J&J MedTech standpoint, we feel like we’re in a strong position, regardless of where the regulatory winds may blow, and that’s from one making sure that we have folks on the Hill, just making sure we understand what’s coming our way before it actually hits, so that we can actually make some of the changes, if necessary to live into those changes and do so pretty expeditiously.

27:31
But by and large, I think the needs for greater efficiency in medical care are not going away, more cost savings and value for surgical and non-surgical care that’s not going away. And then also, I would say just the need for more surgeons, more providers, you name it. How do we help them throw? This is a comfortable space where they want to dedicate the next 35 years of their life, and so I don’t think any of that’s going to necessarily go away. We’re going to continue to see. I think all of the systems ask for more with less, and so, again, just living into the continuous improvement process, not saying you know or getting comfortable at any moment that we’ve arrived at something, that this is the plan that’s going to take us the next 10 years. Most plans will probably last you, at best, two years. So how do you have that constant improvement process? Mindset of foot, not just your role, but every role across your organization is going to be critically important.

28:36 – Samuel Adeyinka (Host)
Got it. Got it For those listening right now that are maybe they’re in first-line leadership and they’re trying to follow your path and get to second-line leadership and beyond. With what we just said regards to preparing yourself for what’s going on in these current times, is there any advice you’d give them specifically to how to manage what they should be doing in 2024?

29:02 – Andrie Leday (Guest)
Well, in 2024, they’ve got about a month left. So I’m going to say read a lot of books, but. I would say just going forward, my friend, try to be multidimensional as much as possible. Be a big leader.

29:20
So not just your job right If you’re a first line leader. Many of us and I say us, we have this mindset that we need to. I just need to manage my team. They need to get their expense reports in on time. They need to. Sales need to manage my team. They need to get their expense reports in on time. Sales need to be here. And if all of that is good to go, no worries. Everything is right in the world.

29:42
The reality is, big leaders think beyond that. They think about okay, how do I make sure that my team I’m coaching my team and creating one, a succession plan. I’m creating the next wave of leaders to take on more responsibility in this organization, whether it be in marketing, whether it be in commercial ops, whether it be somewhere else. I’m helping to bring more value from what comes from my team Number two. They’re supporting initiatives and working with internal teams to make them better, even though it’s not a part of their job description, even though they don’t have the extra hour in the day from their 12-hour working day to figure out how to just contribute to better work streams.

30:20
I talked to you earlier about the continuous improvement process. What are some of the things that can be brought forth, not just complaints or challenges, but for every challenge you bring forth or an opportunity, you’re bringing at minimum two to three potential solutions that you’ve helped to vet out, to be a part of the solution, not just echoing the problem sheet. How can you also be a champion for culture improvement, workplace positivity, making sure that all employees feel recognized and feel heard, that you’re recruiting the next wave of future talent from outside the organization to the organization organization? Those are all the things that big leaders, even in a first-line role, can do. That will not only help them prepare themselves for greater opportunity but also help to elevate their organization along the way.

31:23 – Samuel Adeyinka (Host)
So you said something that I want to understand better. You highlighted even if you don’t have that hour, find that hour to give what you’re talking about time, but let’s talk about it. You know you’re you’re let’s talk about now. You’re in q4, your team needs to perform. You, you guys, are 10 away from hitting goal and all engines are go, and you know that goals are going to be increased going into q1 of 2025. So your mind it’s hard for you to wrap yourself around what else needs to be done to be more along the lines of being a big leader. With that specific scenario in mind, what would you tell that person? To try to figure out? Cut into personal time, try to delegate more. What advice would you give them?

32:10
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33:07 – Andrie Leday (Guest)
I would say for those trying to find and cherish time, time is your curse. So whenever you’re a busy leader, time is your currency. Don’t spend your currency frivolously or allow others to spend your currency frivolously. There are certain meetings, calls, blocks of time on Zoom Teams you name it that you and I both know could have been a 10-minute phone conversation. Don’t be afraid to press back and regain that time, and I would say concert to that. If you’re a leader who has similar meetings for your team, be mindful of that and start it five minutes later. Cut five minutes off at the end to give people that energy back before they’re plugged into or sucked into the next obligation.

33:59
So there’s things we can all do to lean into preservation of energy or finding a way to regain some energy before we reinitiate into other activities. And as someone who’s obviously a father of four I serve on four boards currently, right now, as well as do a lot of mentorship and some other things I will say that time is so precious for me outside of work because it gives me so much energy and strength back. If I did not have those things, I would not be the business leader that I am from Monday through Friday, you know, eight to five or seven to six. So I know that those things feed my soul and if I don’t have those things I’m not going to show up as the full Andre. I need to to those that depend on me most, my family and or the employees that I lead.

34:59 – Samuel Adeyinka (Host)
So in your opinion, you know at your level, is it kosher to have a business conversation on Thanksgiving because it’s so critically important, or is it the opposite? You know you need to be ridiculously strict about your personal time and shouldn’t be infringed upon in any way, shape or form.

35:20 – Andrie Leday (Guest)
I’m going to say if someone were to call me on Thanksgiving, I would expect that a patient is in the fray and I will always pick up the phone if there’s a patient or a supply need that serves a patient on Thanksgiving. Other than that, yesterday I drove my family three and a half hours to my parents’ house on Thanksgiving Day through traffic. My work phone was here. My work phone was here and those that need to get a hold of me know how to get a hold of me for something critical. I feel so fun, so no distractions. I tried my best to leave that when. The precious moments with my aging parents and my family are also paramount.

36:06 – Samuel Adeyinka (Host)
So let’s talk about this, because this is, you know, what I love about having you on, andres. We can talk about the stuff that I don’t know, it’s just not talked about. So you know, I would say even now, the age-old adage is if you work for a company and you want to get ahead, you better let that company know that you are ultimately at their disposal and you will be available whenever needed. So, for example, the manager or even individual contributor that’s thinking about the next step and there’s an urgent decision to make, it can wait, but they know that if they do it now, it’s going to compromise their personal time, but it might make an impression on the company. What would you tell this person, especially in light of what you just said? You left your work phone at home. What would you tell someone that’s trying to get to where you are, how to better manage that or how to best manage that?

36:59 – Andrie Leday (Guest)
Yeah, I think again, for everyone that’s going to be such a personal decision. I really mean that I also recognize for leaders and roles beyond. You know where I am, like our CEO. I can’t imagine he left his phone at home somewhere, right, maybe he did. I pray he did. But I also recognize being a CEO of a Fortune 500 global organization. Your demands are gonna be different and you are the face of, you are the pulse of an organization and lead.

37:41
So I recognize that may be a limitation for someone like me. I may not be cut of the cloth to be someone’s next CEO because of where I am currently in my life. Now I won’t always be here. My children are growing up and and getting into things and doing their own things and soon we’ll be out of the house here, such that I will pivot in my life and be in a different situation. But it’s such a personal decision I would say I would ask anyone just to be true to themselves, anyone just to be true to themselves, be true to themselves on and recognize what they would be making a trade-off for potentially. It’s not always. There’s some, some executives that are very busy and they find a way to do it all but recognize the potential and the trade-offs and do so mindfully. And it’s a very personal choice on whether or not you make those tradeoffs, whether it be with family, whether it be your health, whether it be time with friends. You name it travel.

38:50 – Samuel Adeyinka (Host)
Those are things I think I wish I could give advice a leader. Is it better for the manager to reach out to their team Just depending on the situation and feel warranted to call them, even on their holidays or because something’s so pressing, or is it better to just no matter what? As a leader, just don’t ever reach out to your team when they’re on holidays or PT or anything like that, regardless of what’s going on.

39:18 – Andrie Leday (Guest)
Yeah, I would say, before that even happens, the leader should set an expectation that there is redundancy in things that need to be done or covered.

39:31
They’re checking in and setting expectations before we all go on vacation that someone’s up to speed elsewhere to handle things while they’re away.

39:40
If we’re doing these things right, we’re entrusting members of our team or our peers to act on our behalf if we’re not there and I’m sure there are certain critical roles throughout any organization where that person is just that person, whether it be a specific engineer or whatever the case may be for a product line or something of that sort I protect that time for my people. When my people are off, they are off. I do not expect them to jump on a team call for 30 minutes or jump on something that was scheduled and then of course, they needed that time. I do not expect that. We will navigate through it and then we will deal with it when they get back. But I recognize again in an organization some people are on call. I mean we have amazing members of our trauma organization that are on call, you know, pretty much 24-7 until they actually have blocked time off, and so not everybody is living into that space like them, but I also recognize roles like that exist.

40:42 – Samuel Adeyinka (Host)
That makes sense. So again, as much as you can share, I like to say that we’re in crazy times and, let’s be honest, I think every most recent time throughout history is the new crazy times. When I say crazy times, people say well, Samuel, what do you mean by that? I say well? The other day I saw a few cars that had no drivers. I have a friend that actually works in companies that are going to have flying taxis, and I’ve heard that we’re going to have the Neuralink implant available to up to six people very shortly, and the capabilities beyond impairment are around the corner. So, with all that being said, what’s happening in the medical sales space and specific to your industry? That maybe is a very exciting innovation that the world doesn’t quite yet understand or know about, exciting innovation that the world doesn’t quite yet understand or know about.

41:35 – Andrie Leday (Guest)
You know, I don’t know if I can answer that one as completely, but what I will say is this from an orthopedic standpoint, by 2030, 80% of all implants are going to go in with some type of technology. They’re going to be guided, supported, implanted with some type of technology. So what does that say? It says that folks that are looking to come into this space, the best thing they can do is get comfortable with technology. To get comfortable with things that may seem on the fringe now. They’re going to be gold standards soon and in the future.

42:10
Get comfortable with AI language Practice at home. I’ve heard someone say that you know. Ai as it currently sits is like a you know first year, you know college intern. Depending on what you tell them to do, you’re going to get the output. So you have to be very specific. Give great details, give great instruction and then you can get great output. It’s going to get more and more sophisticated over time and it’s going to continue to learn and evolve as we continue to feed it. So get comfortable navigating and leveraging AI for various requests in your current work setting, whether it be education setting you name it as a student all of those things, practice that.

42:52 – Samuel Adeyinka (Host)
So you’re not saying learn coding, you’re just saying maybe take a class that helps you how to give proper instruction to AI.

42:59 – Andrie Leday (Guest)
That’s what you’re specifically talking about 100% what it is and what it isn’t right. So even just some of the fundamental learnings, because many of us still think AI is some master computer that’s going to learn all of our habits and take over our lives and cars and eventually deem that humans don’t need to be on the planet. Right, but you know to your point, you’ve got these amazing technologies coming down the road. You know we’re going to have flying taxis. As a matter of fact, I think one of the first cities is going to be right up the road for me up in Dallas. They’ve already got approval from the FAA to be able to fly at a ceiling of 10 000 feet or less. And so, yeah, when you see all of these, these advancements coming, the big question is if that’s where it’s heading, how do I skate to where the puck is heading versus where it is? And so, getting those trainings, getting those comforts and understanding, I think it’s important um, you know, and I’ve got to know your take on this.

43:57 – Samuel Adeyinka (Host)
So I remember when we were kids you know a lot of the things that are happening now we used to say you know what if that happened? Almost like you remember the Jetsons, that cartoon, the Jetsons, okay. So I just find it hilarious that I don’t know what we thought when we were kids, what we look at when we were adults. But I’m not sure if we all thought that it would happen this soon and we’d be living the Jetsons you know now. One thing, though, that I did not think about is, even if something’s innovative and it’s better for the whole world, there’s still this commercialization that has to happen for it to truly be received and accepted by the world. For example, electric cars. Right, electric cars have been around for quite a while, but it’s only now that they’re becoming a mainstay. Talk to me about what your opinion is around this commercialization and how well technology is or isn’t received.

44:53 – Andrie Leday (Guest)
I would say prior to the last four, five, six years, where social media has leveled the playing field for technology awareness, I would say it was a lot harder to get your blood, sweat and tears of the innovation you were creating and finding an audience for it, and without literally packing it up in a case and taking it across to convention to convention to get audience with people to take a look and see if it raised a few eyebrows.

45:26
Now you can create very clever content, solicit support from surgeons, sponsors, companies, oftentimes without an initial meeting, and then when you have that live meeting, you’re three, four steps ahead of where you would have been otherwise, and so I would say it’s moving faster. Some of these innovation adoptions and some of these new products are finding homes faster if they have merit. The challenge is if you’ve built something, you take too long to build it. You take too long to introduce it. Oftentimes, if you wait years for it to be perfect, by the time you bring it forth it’s already outdated. So you have to be really, really mindful, really, really purposeful about moving at a pace that keeps up with trends in the market and help yourself to find a home maybe not the perfect conditions, but the right conditions to launch your product sooner than later.

46:21 – Samuel Adeyinka (Host)
Would you say that? Oh, of course. Well, let me ask it anyway. Physicians now have an easier time getting products that they believe in out there, but I know that there’s still this I don’t know resistance to any physician’s innovation that the rest of the community has to kind of get on board with. Is that still very much there and an issue, or is that even that subsided a lot and people are just kind of jumping on the next bandwagon? That makes sense.

46:50 – Andrie Leday (Guest)
Yeah, I don’t know if it’s a I wouldn’t call it a bandwagon and I don’t know if I necessarily say that it’s taking longer for innovation to take root.

47:03
The societies and communities are even shifting in the medical space.

47:09
Well, we’re seeing, I would say, less of the you know national, you the national standards that used to be the conventions of choice and conferences of choice.

47:19
Now these sub-conferences and sub-societies are starting to really take shape and they’re honestly taking quite a bit of the voice and leadership within their communities from a direction standpoint, because they’re embracing innovation amongst themselves and introducing it to one another and you know very deliberate forums. And so they can, you know, kick the tires. You know poke holes in it, you name it and test it against current techniques, current, you know technologies. They’re doing that on their own within these work streams. Now, where I feel like if something takes root and it makes sense, you leave a conference and, man, you’ve got 10 new people using it across the country, 50 new people using it across the country in pretty rapid succession, and they’re picking up. They’re finding VC money, they’re finding, you know, private equity money and they’re off to the races a lot sooner in some of these cases. And so now again, this whole social media slash, microwave society, I think, continues to pick up pace and speed like never before.

48:25 – Samuel Adeyinka (Host)
You know it sounds like now. The goal isn’t driving the innovation. The goal is getting all the people in the same room so they can drive it themselves. And that’s because of what social media is media is enabled. That makes sense. That makes sense. So, for you, Andre, what’s your? I mean, and again, what you can share, what is your? What’s next for you? You know, what are you? What are you? What kind of impact are you now saying you want to make?

48:53 – Andrie Leday (Guest)
Yeah, that is a great question, Samuel. What impact do I want to make? I would hope to make an impact such that people that look like me, people that look like my daughters, people that look like my neighbor’s kids you name it people that have a story that comes from shores outside of America but find their way here and have carved their way through this, you know society and found promise. I hope they all find a home in medical cells or at least a place where they feel like they could call it home. This work is so important to me for so many reasons. One it’s allowed me to create a generational impact on my children and hopefully, my children’s children.

50:03
Number two I get a chance to stand in the gap of health care for my entire family. I’m not a doctor, I don’t pretend to be a doctor, but everyone in my family, because of my current role in my job and over the years, will always call me now to ask me questions about things they have going on in their lives when normally they wouldn’t have said a word to anybody about it, they wouldn’t have sought out care about it. So I’m able to spend the time to speak with them, give them the confidence that if they do seek care, it’s going to be OK. Here’s all the things that are currently going on in that space, and if you see a doctor, they’ve got five, 10 different solutions they can talk to you about that could help you not feel that way anymore or live a better life. You don’t. That’s not a part of getting old, that’s something that we can fix, and so I love this impact selfishly, just for what it means to my family. But I know the more and more walks of life that have a chance in this space, whether it be, you know, a young, you know, you know, you know, I would say, country boy out of, you know, south Georgia that you know, you know, you know, I would say, country boy out of you know, south Georgia that you know, finds his way to maybe work for a really prominent, you know, distributor that we have in the area and now they’re able to, you know, live where they want to live and still have this amazing opportunity and bring this, this, this value of this career and this knowledge to their entire community and their family out in rural Georgia. So there’s so many different spaces and works in life. The young lady, maybe up in Seattle, who has always had an affinity for, you know, engineering, but maybe engineering wasn’t for her. But then she gets to work with some of the you know, say, top, you know top surgeons up in the Seattle area as well as up in Washington, and she’s working on robotics every day and contributing in that way. So those are the things that this type of career can provide.

52:06
So my hope is to broaden that impact to make sure that we can do more with all the strengths of all the people, all the resources, all the historic knowledge as well. I mean that’s the other thing people don’t recognize. I’ve got a really unique privilege of taking on storied brands that have been a part of orthopedic since almost its entire inception in the US. So Depew, synthies, veles, all know all of these brands now under J&J, medtech, ortho, and it’s pretty awesome.

52:40
There’s a lot of history in that, there’s a lot of pride in that, a lot of people who put a lot of time and effort into building up what is, you know stands before us today, and so the impact for me is to how do I help it take, I would say, that next big turn, because this is the first, I would say, era of Johnson Johnson, medtech Ortho, and so for me, it’s an awesome responsibility and an awesome privilege to help it not be what we saw yesterday. All of these changes for a reason to show up differently, to show up in the more bold direction that we know is necessary and that the market is calling for, that patients are calling for, and so it’s my responsibility to help usher that impact.

53:29 – Samuel Adeyinka (Host)
Alongside all of the amazing, you know, 1,300, 1,400 people, I get a chance to work with, alongside all of the amazing you know, 13, 1400 people I get a chance to work with. That’s fantastic. As you were talking, I was thinking about your team Remote work. Is that something that your division is very open to, or are you guys more in the camp of? You know, we got to bring things back in the home office and for those of you in the field, you better be out there. You know, eight to five. How are they looking at it now?

53:56 – Andrie Leday (Guest)
Yeah, listen, I think every role is a little bit different, but you know, we’ve got a really great situation where there’s a lot of flexibility in all of our employment models, including our office models, such that, you know, our employees have the ability to work within the office setting and even in non-traditional ways. They’re sitting on couches and lounges when they’re in the office. And you know, the companies did a great job. You know, during COVID did a ton of remodeling such that it is such a healthy environment in the offices that so many people actually look forward to going into the office.

54:32
But for those, you know, those that are remote, again, it’s just making sure that we protect the time for folks that are remote to still be able to be out and doing the job. We’ve got to be really mindful of the time we’re taking them away from patients, the time we’re taking them, I would say, from the opportunity to touch and interact and educate surgeons. So those are the things. I think that’s that new balance. You know, during COVID everybody needed Zoom, Everybody wanted Teams, and so, you know, a lot of the face-to-face was kind of passe, but now we still, I would say, find time to get together face-to-face. We cherish that time now when we have a chance to be face-to-face, but yeah, remote work, I don’t think it’s ever going to go away.

55:18 – Samuel Adeyinka (Host)
Okay, and lastly, you said that you’re doing mentoring and I’m sure you’re doing mentoring within your company. Are you doing any mentoring outside of the company?

55:26 – Andrie Leday (Guest)
I am. I am I’m doing a couple of big mentor actually three different mentor opportunities. So one I serve on the advisory board for the Larry May School of Business MBA program at Texas A&M, so I work with our MBA candidates, both domestic and international, there quite a bit. I’m also a mentor for the Kevin Carruthers Leadership Institute for African American first year second year students at Texas A&M.

55:57
Given that some of the DE&I programs and funding were stopped by the state of Texas, this provides an opportunity for not only our talents, our time, but our ties as well to go toward helping first year and second year students find their way at an amazing university nine-month program within the Lockhart Correctional Facility in South Texas, where we inspire women to find entrepreneurship when they’re released, such that they have more opportunities than possibly their record would provide them for the ability to have a livable wage but also find their voice, be leaders in their community and change the trajectory of their family and any statistics that have come typically with that.

57:00
And I’m very proud to say we do that in partnership with the University of Houston, university of Texas, texas A&M, as well as the prison board for the state of Texas and beyond, and so the beautiful part is we just wrapped up class four and we had, to this date, zero recidivism of our graduates upon release, and they also leave the program with a nine month business certificate from the University of Houston. So they’re actually walking out with paper and an education they can be proud of, and we’ve seen some really great results as a result of it.

57:36 – Samuel Adeyinka (Host)
That is fantastic For everyone listening. What type of questions should people be bringing to you If they want to get some insight? Where do you see I don’t know what position are people in to kind of come to you with whatever that question is, if they want to get some insight into how they navigate their medical sales career?

58:00 – Andrie Leday (Guest)
What questions did they bring forth? I would say the why is going to be important. I love understanding the why from other successful people. What drives them? Oftentimes there are quite a few similarities, but I love that question. And then also, too, when you find successful people, what does their day-to-day look like? When did when does it start? What’s their cadence, what’s their routine, because there’s something in that that lends itself to repeat success. Um, how do they look at challenges? Talk to me about your most recent challenge and talk to me about the, the success you found when you persevered over that challenge. I love learning lessons through the struggle and how people look at different challenges and how they navigate them and what’s their process for embracing it. I love answering those questions. In return, I will tell people all the time I do not sleep well knowing that I’m losing.

59:25 – Samuel Adeyinka (Host)
I Some people love to win. I am absolutely allergic to losing. I’m stealing that. I’m allergic.

59:29 – Andrie Leday (Guest)
I am allergic to you.

59:29 – Samuel Adeyinka (Host)
You made that one up. I’m stealing. I’m telling you now I’m stealing I’m allergic to lutein. You made that one up. I’m stealing that. I’m just telling you now I’m stealing that I’m allergic to lutein.

59:36 – Andrie Leday (Guest)
You can borrow it. You can borrow it.

59:39 – Samuel Adeyinka (Host)
So you know and look, Andre, having you on, I have so many questions. We could have like a five-hour podcast if you’d let me, but we’re going to bring it to a close, but I still have a few more, so I think you’re the perfect person to ask. We have DEI and we have MEI. I want to hear from you what do you think about MEI and do you put any value on that approach?

01:00:07 – Andrie Leday (Guest)
Well, to be fair, I think both approaches have that right and it’s going to depend greatly on the environment that they’re being deployed in, right?

01:00:21
So you know where’s the company, from a I don’t want to say maturation process, but from an ecosystem process, but from an ecosystem. And whether or not I would say the most important thing is to look to find strides to make improvement, I don’t care what label it’s under. How do we make improvement? How do we make a better work environment? How do you make an environment where your talents within your organization or beyond have a means to be found, leveraged and elevated so you get the most out of it? I think that’s the most critical part of it. But don’t be afraid of whatever it is you decide is the best recipe. Embrace it. Understand that everyone’s not going to necessarily align with your ideals as an organization, but if that is the strength of your organization, it is important that you hold on to it and you feed it and you preserve it with every fiber of your being so that you don’t fall. I would say prey to the most common denominator versus being exceptional.

01:01:36 – Samuel Adeyinka (Host)
Sure. No, I like that. That’s actually an excellent answer, okay.

01:01:42 – Andrie Leday (Guest)
Well, I’m glad I was able to give you one.

01:01:45 – Samuel Adeyinka (Host)
Two last things. So you’re going to give us your day-to-day. You know from when you’re waking up, what are your routines, so that everyone listening can learn from them. And then, of course, we’re going to have our lightning round, all right. So, with that being said, please share what is your day-to-day. How do you make it all happen?

01:02:03 – Andrie Leday (Guest)
So I cover quite a few time zones. So I’m typically up no later than I would say six, six, maybe about six, and for me I like to be going with basic calisthenics. So I start every day and I end every day with push-ups planking, still proud to say I can get sets of 40 in. So that’s, how many are you doing? I’ll do typically two to three sets of 40.

01:02:33 – Samuel Adeyinka (Host)
Wow. That’s actually every day, every day and every night. Yeah, whoa, I didn’t. Where’d you learn that?

01:02:42 – Andrie Leday (Guest)
You know, I learned it from an old Navy gentleman. He was an old sailor and just the most vibrant man I’ve ever met and he told me his secret was just basic calisthenics. Now he does jumping jacks and I don’t tend to do the jumping jacks, but I also just make sure that I pay special attention to my core and also I have three daughters and so I also make sure I can do still do push ups for any, any needs that may arise. But but all that said, I want to be here and I want to be active for my family.

01:03:17
I know also oftentimes if I go into my office or go into work I could be sitting for six, seven hours at a given time, or at least it feels that way. So those are things that are important Take care of your core, take care of your energy. Coffee, love coffee. So that’s probably my next thing once I get a good pump in, and then I’m on the, then I’m on the. In the matrix I plug in typically around I’d say 645, seven or so, and I’m going through all of the different pieces of information that maybe I missed the day before. I have my whiteboard. It’s actually near the door behind me that.

01:03:59
I check when I come in every day and I put notes on there on things that were lingering. I make sure I tackle those before the day gets too busy. Check in with my chief of staff, check in with my assistant as well to make sure if there’s anything hot on the wire that keep me abreast of those things. And then I get at it and I make sure I put a little bit of time in between critical calls so that I can think critically.

01:04:24 – Samuel Adeyinka (Host)
Okay, so by eight o’clock you’re doing the whiteboard and checking in with every team member, or that’s happening even before eight?

01:04:32 – Andrie Leday (Guest)
That’s before eight typically.

01:04:33 – Samuel Adeyinka (Host)
Oh, it’s before eight. Okay, okay, and how long, how much time are you giving to that?

01:04:39 – Andrie Leday (Guest)
Oh, I mean, it’s usually pretty quick if you do it active enough. And of course we don’t speak just once a day, so typically we’re speaking throughout the day when things pop up. So at least a good, you know, 15 or so minutes just to kind of debrief and get on the same page and then jump right into it. You know, typically my calendar is pretty full, so that’ll typically start also from either 7.15 until about sometimes I would say, 6 o’clock pm my time, and so again it’s a nice full day.

01:05:08
Sprinkled in between there can be mentorship for folks. If I happen to have a block of time, I’ll give 30 minutes or 15 or so minutes at a time, depending on what I can for that. And then of course other critical commercial business needs as well. So everything from P&L review, bp performance review, so business plan performance review, looking at supply chain with our operational teams making sure we have enough, you know, sets being manufactured and deployed in the right places, so all the things you would hope. So yeah, that’s, I would say it fills up a good portion of the day.

01:05:41 – Samuel Adeyinka (Host)
So when do you hang it up?

01:05:44 – Andrie Leday (Guest)
I hang it up when a full day’s work is done.

01:05:47 – Samuel Adeyinka (Host)
So generally, that’s typically what time.

01:05:52 – Andrie Leday (Guest)
It can be typically 5. Which 630 Eastern time.

01:05:59 – Samuel Adeyinka (Host)
OK, so 630. So it’s now 630 days done. What happens next?

01:06:03 – Andrie Leday (Guest)
Then you know what. I get a chance, I’ll come out and I download with the family what’s going on. You know, talk to my school age kids every day. My first question is is what did you learn? Yeah, because as far as their job is to go learn something that day, so they come home and say, oh, it’s fine, I didn’t learn anything. They can’t move from that spot I love it.

01:06:23
I just say I love it, yeah, so it’s not we’re not going to school for lunch, so you got to give me something um and then um. I do my best to also check in with my wife, and if my son has basketball practice I’m usually ushering him there. He plays AAU basketball, so we’re there until you know 830 at night. If he doesn’t, then typically you know we’re in the backyard playing basketball or going to check out a car show where we can. He loves cars and so we’re always looking in the cars.

01:06:54 – Samuel Adeyinka (Host)
That is cool. So are you the family that has dinner every night at the table, or not quite?

01:06:59 – Andrie Leday (Guest)
I can’t say we are. They’re in as many activities as I am. I’ve got a you know, nationally acclaimed dancer who’s on a hip hop team. I’ve got a. Paul Mitchell, you know world of dance competition.

01:07:12 – Samuel Adeyinka (Host)
I have another daughter, who’s Mitchell, you know world of dance competition.

01:07:14 – Andrie Leday (Guest)
I have another daughter who’s you know, a captain and a leader within her her dance troop, and so, you know, just keeping up with her. And then of course, my, my son, has his basketball and there’s tournaments, what feel like every other weekend for for basketball. And then, of course, I get a chance, when I really steal away some time, I get a chance to take my lovely bride for a date every now and then, Come on.

01:07:37 – Samuel Adeyinka (Host)
They have to know how often is a date night Once a week or once a month?

01:07:41 – Andrie Leday (Guest)
Not often enough. I’m not going to stop with you because I’m ashamed of it. It should be more often, not often enough.

01:07:47 – Samuel Adeyinka (Host)
Sure, and what time do you go to bed?

01:07:51 – Andrie Leday (Guest)
I try my best to get to bed no later than 11. But typically it can be sometimes 1230, just depending on how things shut down in my world.

01:08:03 – Samuel Adeyinka (Host)
So okay, for all of you listening, I want to hear what pearls you stole from Andre’s schedule that you’re implementing in your own lives. You know what’s up next. I mean, what’s like the most what’s? What is the thing you’re most excited about right now?

01:08:19 – Andrie Leday (Guest)
Yeah, I think literally Monday I have the opportunity to see the first global uni with our Bellis robotic system from a very prominent black surgeon down in the Houston area, from a very prominent black surgeon down in the Houston area at the Houston Med Center. So I’ll get there tomorrow and be well rested for a first AM case, but just really excited to see history made just down the road with a prominent surgeon there in the area. So yeah, I’m looking forward to it.

01:08:46 – Samuel Adeyinka (Host)
Is there any resource? Someone that just heard this can go watch on YouTube or something like that to understand what’s about to happen.

01:08:56 – Andrie Leday (Guest)
Yeah, there are some animations, I think, that are probably in place to see robotic unique procedures, and so I would say highly recommend going on YouTube. But I will say this particular procedure being a first of its kind, with the VELUS robotic system, which is a very unique and it’s the latest robotic system actually in the robotic orthopedic space. It’s about four and a half to four years old, where the others are typically around 14 or so years old, so it’s got some newer features and some newer kinematic opportunities that we’re pretty excited about. But, yeah, I get a chance to go see it firsthand on Monday.

01:09:33 – Samuel Adeyinka (Host)
That’s fantastic. Last thing lightning round, I’m going to ask you four questions. You have less than 10 seconds to answer each one. Are you ready?

01:09:42 – Andrie Leday (Guest)
I don’t know, but I’m going to answer.

01:09:45 – Samuel Adeyinka (Host)
All right. First question what is the best book you’ve read in the last six months?

01:09:51 – Andrie Leday (Guest)
Leadership Pipeline by Ram Chandra.

01:09:53 – Samuel Adeyinka (Host)
Oh, that was quick. I’m going to have to check that out. Leadership Pipeline Okay, and all these will be in the show notes, folks. Second question what is the best TV show or movie you’ve seen in the last six months?

01:10:04 – Andrie Leday (Guest)
I really enjoy the Old man. It’s on AMC.

01:10:09 – Samuel Adeyinka (Host)
Okay, okay, I don’t remember the actor, but I think I’ve seen a preview. Okay, all right. Third question what is the best meal we want? The restaurant, the item and the location that you’ve had in the last six months.

01:10:23 – Andrie Leday (Guest)
The best meal in the last six months. Okay, I’ll go with the pork chop at Perry’s Steakhouse. It serves two people and they cut it up into three hemispheres based on the tenderness and dryness of the pork. So chop it, perry’s.

01:10:37 – Samuel Adeyinka (Host)
Where’s Perry’s?

01:10:38 – Andrie Leday (Guest)
They’re all over the place, but yeah, I know throughout Texas but they’re in other states as well, but Perry’s Statehouse.

01:10:45 – Samuel Adeyinka (Host)
Okay, that will be in the show notes as well. And then, last but not least, what is the best experience you’ve had in the last six months?

01:10:58 – Andrie Leday (Guest)
Best experience in the last six months. Best experience in the last six months, I would say the best experience I had recently was there was a young man that my son knew our nose and he was in a group chat and he was struggling with bullying and things at school and the young man was talking about taking his own life. Wow, and my 10 year old said he noticed that everybody in the group didn’t respond back, didn’t send encouragement but somehow some way he found it in himself.

01:11:32
To ask the young man do you believe in himself? To ask the young man do you believe in God? And the young man said yes, and he said well then that means you’re divinely made and you’re one in a million and God has a plan for you to do something great. You may not see it right now, but you don’t want to take that away from God. He spent all this time and energy making just you and you don’t want to deny you know God had the opportunity to do something great with you, and what that meant to that young man was he just he completely changed his energy. I mean, he would you.

01:12:12
He would come to group events after that in a different energy and light. He thanked my son, but I was just really proud that he found the words in that moment that, honestly, I didn’t think I could find. So mental health is real. It’s starting to get younger and younger and younger for our young people, younger and younger for our young people. And so to know that there are those out there that are able to live into this new reality and help other people come out of the other side of the world.

01:12:43 – Samuel Adeyinka (Host)
That is amazing. That’s amazing. Your son that’s what a story. And your son got that way because of the guy that’s leading him, which is you. So more power to you, and I love everything you’re doing out there in the world, Andre. You know, gosh, three years later you’re in a whole new level of success. So keep evolving your success, and I can’t wait to catch up with you again on the Medical Sales Podcast.

01:13:06 – Andrie Leday (Guest)
I appreciate it, Samuel, always great to see you. Much continued success to you as well.

01:13:10 – Samuel Adeyinka (Host)
Thank you, thank you, and that was Andre Lede. Wow, you know, I can’t stress it enough. Right now we are living in unprecedented times. Our childhood futuristic dreams are our realities. Which way the country is going or not is up in the air, and technology, specifically online technology has put us into places that we didn’t even know we’d be. It’s an amazing time right now, and it’s also an empowering time because of this technology, because of how up in the air anything is.

01:13:53
I like to subscribe to this philosophy that anything goes If you’re a good person who wants to do good things and make a big impact. There’s no better time to do it than now. So, as always, thank you for listening to the Medical Sales Podcast. We want to continue bringing you guests, continue bringing you this valuable information, all of these pros, all of these insights. So make sure you subscribe, if you haven’t already, to the Medical Sales Podcast. If you don’t know how to do that, visit our site evolveyoursuccesscom, scroll down to the bottom and subscribe.

01:14:24
As always, we do our best to bring you guests that are doing things differently in the medical sales space, so make sure you tune in next week for another episode of the Medical Sales Podcast. I hope you enjoyed today’s episode and remember I have a customized and personalized program that gets you into the medical technology industry as a sales professional or any type of role for that matter. Become a top performer in your position and masterfully navigate your career to executive level leadership. Check out these programs and learn more at EvolvesSuccesscom by visiting our site, filling out an application schedule, some time with one of our account executives and allowing us to get you where you need to be. Stay tuned for more awesome content with amazing interviews on the Medical Sales Podcast.