Using Voice Biomarkers And AI To Coach Leaders, With Daniel Tolson

In this episode of Career Sessions, Career Lessons, host Junior Lowery welcomes Daniel Tolson, co-founder and CEO of the Tolson Institute, to explore how voice biomarkers and AI technology are transforming leadership development. Daniel shares how a 90-second voice recording can reveal insights into stress levels, personality traits, and even physical health, empowering leaders to build stronger, more effective teams. Discover how cutting-edge technology is making waves in coaching and what it means for future leaders seeking more influence, impact, and income.

Check out the full series of “Career Sessions, Career Lessons” podcasts here or visit pathwise.io/podcast. A full written transcript of this episode is also available at https://pathwise.io/podcasts/daniel-tolson

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Using Voice Biomarkers And AI To Coach Leaders, With Daniel Tolson

Co-founder And CEO Of The Tolson Institute

Introduction To The Episode and Guest

My guest is Daniel Tolson. Daniel is the Cofounder and CEO of The Tolson Institute and over the last several years, he and his team have worked with thousands of individuals across a wide range of organizations to help them be better leaders, build stronger teams and run higher performing businesses. He does this through a mix of human and AI-based service delivery.

Prior to starting The Tolson Institute, Daniel was the co-head of cabin crew for Emirates Airline, and his life parks that included professional wakeboarders. In our discussion, we are going to be covering Daniel’s business, his mind report tool, which will cover in detail, including my results, which I have not seen, and some key lessons for leaders and his career journey. Daniel, welcome, and thank you for being on the show with me.

It’s a pleasure to be joining you in London, England.

You are probably experiencing better weather there in Taiwan than I am here in London.

The British got it stood. We get it shaking with all of our earthquakes.

Tell us about The Tolson Institute and the work that you do.

We are in the business of helping people become better leaders. When I meet business people, they always want the same three things. They want more influence. They want to have a bigger impact and increase their income. They are the three things that we help our clients with. We help them catapult their influence. They want to learn how to speak with clarity. There are so many leaders who say we speak, but people aren’t listening.

One of the eight core competencies of leadership is communication. Secondly, they want to accelerate their impact and for a lot of us who have already been working for several years, we don’t want to wait another twenty years for the gold watch. We want it now. We show them how to achieve their goals faster, and thirdly, every business and every individual wants to make more money.

I have never heard somebody say, “I want to earn less money.” The only question is, how do we earn more? What I have learned with a lot of leaders is not necessarily wanting to earn money for the acquisition and to park the money. It’s what they can do with it, and a lot of them say, “If we can earn more, we can help more.”

One businessman said to me, “We are already at $4 billion a year in revenues. It’s not enough.” I told him. I said, “Not enough? Why not?” He said, “We have generated a lot of money and we have fed two million homeless children,” but there are so many more starving and we are going to earn more. I was like, “I want to be a part of that too.” The three things influence, impact, and income and we helped them become a better leader.

That’s a big change for you. You have been doing this for a while, but you led the cabin crew staff at Emirates Airline before this. How did you make that transition into running a Leadership Institute?

I learned from a young age that there were two types of leadership. The first one was personal leadership and the second one was strategic leadership. As an athlete, I was always getting results for myself. I had built businesses, I had run family businesses, and I started working with one of the businesses I consulted with many years ago, sweeping my floors and picking up rubbish. Along the way, I ended up with Emirates Airline and it was probably the fault of having two girlfriends who were cabin crew.

The business went bad and I decided I might go and work for somebody else for a while. I entered the corporate world and was trained well and given a lot of responsibility along with a $500 million aircraft, seventeen new cabin crew every single day that I didn’t know, 400 customers, and the instruction was to get them from Dubai to the other side of the world well-fed and then bring them all back safely. That was the transition and whilst I was there, I found another beautiful girlfriend who was a cabin crew and ended up marrying her after we did a flight to Johannesburg in South Africa.

That’s one way to meet people at work and while traveling. What’s the shape and size of the business in terms of the number of people and locations where you work?

Coming through COVID, we had to change our business. I was operating a physical business, and I traveled from Taiwan to Sydney, Dubai, and London to operate. The last project that I did was with one of Australia’s oldest companies in Sydney, and it was in October 2019. I flew back to Taiwan for one more event in Malaysia for 400 business people, and then I got back on the flight to Taiwan and got through customs and an hour before they shut down the border.

Once they shut down the border, I had to transition and change my business. In a matter of weeks, we went from operating physical events to doing online events and we rapidly scaled. We have a team of four people who work with us. We have served more than 25,000 people through our live events and we have partnerships with hospitals, other training companies, and other trainers around the world.

Some of the companies that I deal with have up to 500 employees with revenues in excess of $200 million. We have other startups that have seventeen people funded by family officers. It’s an interesting mix of people, but the one thing in common is that we always start with the latter. It was in 2014 that a leader came along and said to me, “I realized that the business can’t grow past me. I have got to get out of some of my bad habits. I’ve got to get out of my dead-end situations.”

I started coaching with him and his business was at $45 million per year in turnover. Within a couple of years, he took that business to $90 million and then he took it to $120 million. After he had the coaching, he said, “I want coaching for all of my other leaders.” We start at the top and then we work our way down through the hierarchy. That’s what the leaders want from us. We have launched our technology in the biggest hospital in our district here, which is exciting.

With some of the other technology that you offer in the coaching, what are the other services you offer to people to help them with impact, influence, and income?

Through services. Number one, become a better leader. That’s where a lot of my focus is, and secondly, it’s about better health. That’s what we focus on. There are two main offers, and it all starts with AI technology and then branches out from there.

Exploring AI And Voice Biomarkers Technology

Let’s talk more about AI technologies. I fell in on that.

Have you ever had a phone call from your mom or one of your friends and they say hello? In a split second, you already know that something’s wrong. We all have this uncanny ability to hear the tone difference in people’s voices. All of us know when somebody’s excited or sick. Now, thanks to technology, we have been able to create a system that analyzes people’s vocal frequency.

What has been in development for many years now is the ability to measure people’s brainwave frequencies. Thanks to enhancements in vocal biomarker technology. We have been able to move away from the old system of measuring people’s brainwave frequencies by putting electrodes on their heads to be able to do it through the voice.

In a 90-second voice recording, we can identify people’s mental and emotional health. We can also identify up to 6,000 internationally diagnosable diseases, and some of the biggest corporations in Australia are now implementing this vocal biomarker technology to be able to identify patterns of stress and mental illness within their workforce.

There are companies in America, big insurance companies, and healthcare providers that, after you speak to them on the telephone, for as little as 4 to 7 seconds, can measure the level of stress and tension in your body. Since 2020, these technologies have started to roll out significantly across the world, and there’s been a lot of help from big companies like Amazon Web Services. For people who are familiar with the iPhone, you have Siri and all you have to say is, “Hey, Siri.” With Alexa, all you have got to say is, “Alexa.” Within those four seconds, those technologies can predict your voice.

How did you come to be familiar with this technology and how did you come to start using it?

In 2016, I met a workplace psychologist. She was one of the top psychologists in America. She introduced me to a behavioral assessment. Now, I’ve been using behavioral assessments in my business, but they are all paper-based. I’d have to sit down with somebody and take them through an interview, and some of these questions are that you’d have to ask 250 or 300 questions, and I have been looking for a solution.

She said, “There are better ways.” I said, “What have you got?” She sent me a link to a website. I answered 25 questions, then another 25 questions, and then I flew to America. She sent me down and she briefed me on my behavioral tendencies. I went through this report, and the first feeling that I had was shock.

I was shocked because I couldn’t figure out how a little report could reveal so much about my personality. I said to her, “Have you had a spy camera following me around? Have you been talking to my wife about these conversations? What you are describing here is exactly the conversation I was having yesterday.” She said, “There’s science out there that can help you understand more about yourself in ten minutes, then you could learn if you are doing ten years of self-discovery.”

Daniel Tolson: New tech today can reveal more about someone’s stress in seconds than decades of self-reflection.

In 2016, I got hold of this technology. From 2016 to 2017, I put 1,300 of my clients through what is called an emotional quotient assessment. I had this huge transformation in my business where clients said, “You know me.” They said, “I have been trying to articulate this for a lifetime, yet you have got me in a couple of minutes.”

I realized that having a piece of science started to separate me from all the other coaches. That same year, I was also recognized as Brian Tracy’s rookie business coach of the year, and I knew at that stage in 2016, that the future of coaching was going to be about trusting in science. Everything I have done before was all about perception and opinion.

If anybody knows anything about emotions, you could blow up right now and be angry, and in five minutes, it could be on to your next million-dollar idea and you are saying, “I don’t feel angry.” That was the problem that I had so much trouble trying to solve in the early days. Now, the trend continued and I’d put more than 10,000 if they scientific programs together. These 10,000 scientific case studies.

What I noticed was that when COVID came around, the biases started creeping. These old paper-based assessments because people have a lot of time to think they are going through all of these assessments, and they started to figure out, “I could manipulate this system by answering this question in a little bit different way.”

I was introduced to another group of scientists and they said, “Have you heard about the local biomarker technology?” I said, “Like you are doing now, you can do it, but there’s zero bias.” He said, “You just did a voice recording.” It’s not about what you say, but this technology measures the brain wave frequencies in your voice.

What’s fascinating is to create a speech sound. You need to activate about 100 different muscles in your body. You have got to activate all of your brain. Your vagus nerve and the spinal cords get activated, and the lungs get activated. What the technology does is it listens to the brainwave frequencies inside the voice, and it’s something that you can’t fool. You can’t trick it because all of these functions of the body and in conscious control.

Introduction To Mind Report Tool

What’s happening now is people are saying, “You know more about me after 90 seconds than I have in 30 or 40 Years of self-discovery, and it happens so fast.”  Ninety-second voice recording and assessment land on my desk and we start to unpack it with our clients and their blinds away because it gives them breakthroughs that they haven’t been able to have on their own. They keep saying, “How do you know this? The technology is there, and psychology has been studied for many years, but machine learning AI big data has brought it all into one place, changing the way that we lead and the way that we do business.

You mentioned that it can detect a bunch of diseases. I’m curious how your voice recording and the production of your voice is an indicator of physical ailments.

When we create speech, we have to activate about 100 different muscles. We have to activate our nervous system, our auditory systems, our sensory processing systems, and also our vocals in our language perception systems. Whenever there’s illness or disease, it impacts these organs. Think about when you have a cold and flu. Does your voice change? Yes, 100%. Somebody who’s got anxiety? Does their voice change? Yes, their breathing changes. What about people with depression? Their voices also change.

Through the analysis in science, what you will see in somebody’s vocal frequency, somebody who’s heavily depressed, the volume of their voice significantly drops. The energy in the voice drops, the smoothness in the voice changes, and then there are big gaps between their words. Science can pinpoint this in a 90-second voice recording. Through all the science, the universities around the world that have developed this, have created patterns in the machine and have started to learn what the pattern is.

For example, in India, there are huge populations. In some cities, you have 6 million people in these cities, but you might only have 100 psychologists. Trying to deal with mental and emotional health in such a big-scale community is almost impossible, so what they do now in India is get the patients to submit a vocal recording every single day, a 30-second clip of their voice. If the frequency changes in their voice, it will alert the psychologist of major mental health problems.

There’s one thing in these technologies is that we can identify people who are at high risk for suicide. Every time this alert comes up and I see it with my customers, I ask them, “Have you been considering suicide? Have you been thinking about ending your life?” They always say, “How do you know that?” It’s a pattern of human behavior. When our mental health and our psychology change, it changes the way that the whole body functions, and in moments, we can figure it out. Some of the biggest companies, like Qantas Airlines, are starting to implement this as part of their HR and mental health programs.

You do your mind report with a single 90-second recording. A lot of what you are talking about, though, is relative, like lower volume and greater spacing between words. Some of the other differences that would occur from one moment to the next in somebody’s voice. How do you get a sense of those things when you don’t have a comparative view of somebody?

Think about an X-ray. If you fall over and you break your arm, you go to the doctor. At the hospital, they do an X-ray. The X-ray keys through the skin and looks at things like bones and joints. With that technology, you can see your broken bone. The same principle applies to mind reports. Instead of looking at physical things, we are looking at invisible things like mindset, emotion, and psychology.

It’s through the vocal frequencies in the biomarkers in the voice that learn. What you will find is over time, when the client moves through a stage of depression and anxiety, they resolve the problem, and their vocal biomarkers change. As they change, we update. Like the doctor tests your blood on a regular basis, the same principle, but we are doing it through the voice.

You advertise that 90 seconds can teach you how to walk into a room and lead anyone. How does it do that?

If we think about humans, they are complex and different. Those are two of the first things we have to learn as leaders. People are very complex. If you want to be a good leader, you have to understand human psychology, but psychology may not be your forte. What we do these days is say to leaders, “If you want to have an intimate awareness of your team members, get them to complete a mind report.”

Through the employment process or through the development periods, we get people in organizations to do their voice recordings. We get their personality profiles and then we give it to the leader. Immediately, the leader can adapt to their preferred style. Dr. Tony Alessandra was talking about the Golden Rule. The golden rule is to treat others the way that you want to be treated.

Now, that sounds nice. It sounds biblical. For me, I’m a very competitive person. I’m a former Australian Champion athlete, three times state champion. I have competed at the extreme games with the world’s best. If I treated everybody like a competitor, I’d have no time. I’d have no customers. I’d see everybody as the enemy.

I tried to take that approach into leadership, and I quickly realized that it didn’t work. People, it doesn’t matter what size the business is. They don’t want to be treated like a number. They want to be treated like individuals. Once you understand how people think what makes them stressed, how they express their emotions, are they dominating personalities, or are they more people pleasers?

Once you understand that about people, you can apply the platinum rule. Dr. Tony Alessandra wrote a great book called The Platinum Rule. The foundation of the platinum rule was to treat people the way they want to be treated. That’s how you get the best out of people. If you have got the technology, you can walk into any room and you can lead anybody. There’s no guesswork. You trust in science.

Understanding Personality And Stress Types

I did the test. What did it tell you about me?

What do you want to know? How deep do you want to go? One of the beautiful parts about the mind report and the one that you have completed. We are looking at three things. The first thing we look at is stress level. In America, stress costs the economy $300 billion every year. In the UK, headaches alone cost the country eleven working days per person. Every business in every country is having problems with stress.

The first thing we look at is stress. The second thing we look at is personality type. If you want to be able to walk into any room and lead anybody, you have got to understand their personality as a leader. I had seventeen new cabin crew every single day. I can’t sit down with them for eight hours before the flight to get to know them immediately.

Daniel Tolson: The best leaders are those who take time to understand their teams’ unique personalities and stress triggers.

We look at personality style because some personalities can have conflicts and we want to sort that out, and we are going to have a look at yours. The third thing that we have to look at is the seven energy centers in the body. For people who are familiar with the shacks, our technology can measure the amount of energy in each of these seven chakras. That reveals personality strengths and even potential limitations. They are the three things we are going to have a look at for you.

The first thing we had to look at was the stress type of these three types of stress. There’s logical stress, compound stress, and then sentimental stress. Logical stress is about work. It’s about our future. It’s about things that are happening right now. Sentimental stress, on the other hand, is all about people. It’s about customers. It’s about colleagues. It’s about everything with a heartbeat. Sentimental stress also has a lot to do with the things of the past. We are sentimental on one side, logical on the other, and your type of stress is in the middle, called accumulative stress.

Accumulated stress is a slow build-up of pressure over time, and it happens when you are in a constant environment that keeps triggering you over and over again. It’s also to do with a lot of unresolved issues that we brush under the rug and we say, “I will come back to that later.” That’s the type of stress that you have at this moment.

A couple of things that will exacerbate that is that, based on my first impression of the report, you are probably going to exhaust yourself. You are probably going to put standards on yourself that you wouldn’t put on anybody else. You have got pressure to perform. For you, even if you did something at 110%, it probably wasn’t good enough. A lot of your pressure comes from you applying unrealistic standards on yourself.

How do I know that? I know this because when you sent an email to me in the past 24 hours, you sent me a beautiful two-page document that prepared me for the show. This is the episode. This is how I will introduce you. These are all the 30 questions that we want to cover, and this is how I’m going to wrap up the show. That’s the type of thing that people with your style of stress will do. How do I know that? You and I have got the same type of stress. Based on that Insight, what connections do you make knowing yourself better than anybody else? We have only just met. Can you see the connection there?

That’s stress. The second part of the report is personality types. What we are having a look at here is a science called Enneagram. You and I have the same Enneagram style. It’s called Type 6. It’s the guardian. There are other famous people who have the guardian personality type, Prince Harry. Not too far from where you live, Marilyn Monroe and also Julia Roberts.

When we talk about walking into any room and leading anybody, if we understand the qualities and characteristics of people, we can then adapt, adjust, and respond to them and give them an individual leadership style. A couple of the things that I will tell you about yourself and you can confirm or reject. Feel free to reject if they don’t sound like you. Some of your key traits are reliability and being trustworthy. You are always well-prepared, and I’m sure you have had a lot of challenges throughout your life. You persevere because once you commit, you are all in.

Perseverance is certainly a word I would use to describe myself.

One of the key traits of this style is preparedness. As leaders, we are always looking for patterns. We say, “Once is once off, but twice is a pattern.” When I received that beautiful email from you before I went to bed, I could see this in you. I’m like, “This guy is prepared.” I have been into podcasts, television, and radio and I reckon about 1% of the population is that well-prepared.

When I see that and then I see your qualities and characteristics here, it starts to match up. A lot of people ask the question. “Where did this personality trait come from? How did I develop these personality traits?” One of the key things that stands out for this style, Type 6, is that when we grow up, we grew up in environments where there is severe punishment for making a mistake.

When I grew up, I had to learn to play the guitar, but I was tone-deaf. I was visually impaired and my mum would say, “Perfect practice makes perfect.” My music teacher would yell and scream if I made a mistake. What I realized was that if I made a mistake, I got punished. I also had a linear sequential learning disability and my teachers were always bringing my mum and dad. “Mr. and Mrs. Tolson, your son doesn’t pay attention.” Out of the class, stand up. I was made a fool of. What I realized was that making mistakes was painful. That’s how we developed this style. What about you? Did you get punished for making mistakes?

Not as a kid growing up. I would say my dad is a tough judge of things but no punishment. When I got punished, I deserved it. I wouldn’t say that I grew up in an environment where there was a lot of punishment. I would say that we were held to a high standard. I’m the oldest. I probably felt that more than my siblings did. Although my sister would probably be disagreeing with me if she were reading this. We probably all fell to it to a degree.

The guardians in the expectations. What happens is the expectations that are set are often unrealistic. This benchmark has been set and there’s a lot of pressure. In a lot of ways, that can be a good thing, but in a lot of ways, it becomes unhealthy because we end up trying to live up to unrealistic expectations and that becomes exhausting.

One of the things that I have seen with this person. In Australia, we have a saying, peace equals grace. If the past Market is 60, you get this same certificate as everybody else, but the guardians say, “I can’t accept 60%. Even 110% is too low,” and they will exhaust themselves. When they go beyond, they still have a feeling of unfulfilled expectations. “I should have gotten 150%, but I only got 130%,” and they get upset about the gap. The characteristic they develop is over-preparedness. “I’m over-prepared.”

Are you familiar with Brian Tracy, the Canadian American author? Brian Tracey is a perfectionist and he said to me, “You have always got to be over-prepared.” He said, “If you need ten hours of preparation, you better do fourteen. If you have required three days of speaking, you better prepare three months in advance,” but it leads to a lot of success. Your style is the guardians. Is that making sense so far?

Yeah, it’s interesting. We did a personality thing at work. It was something that came out of Princeton and there were four personality types, guardian, driver, integrator, and pioneer. I was in that survey right on the guardian driver border, and to me, that made sense. The one thing reflecting on what you have said, I don’t have to be perfect at everything. I’m an admittedly mediocre athlete. I run distance, but I have no aspirations of being anywhere in the top half of finishers. My goal is to finish and I’m okay with that.

You get realistic in your expectations, and I’m doing it for the experience, the joy of doing it, and the accomplishment of doing it, not necessarily for what my exact time and how I did it. What do I like to do better than I have done in some races? Yes. I accept that when I go out in the morning, I’m running a context of everything else I have going in my life and I’m not putting in perfect practice every day because I don’t have the wherewithal to do it. I have made peace with that much more later in life than I probably did when I was younger.

We got through that period of darkness. Women tend to go through it earlier than men and so they stopped this self-discovery a lot earlier. Men tend to do it a little bit later on. For me, my biggest breakthrough was a lot of us who got into personal development. We feel that we are broken in some manner. There’s something holding me back. I have this goal, but I can’t break through that invisible glass ceiling.

I remember when I found my first life coach, I was 28 and I wanted more in my life, but I kept on coming up to the same obstacle. Going through dozens of behavior reports, and I remember even hiring a coach. It was costing me $2,500 per hour for the coaching. I got to the stage where I said, “I still don’t have my breakthrough,” and I expected it.

Once I learned about that guardian personality type and the perfectionism that came along with it, I started to realize what my biggest obstacle was. The scientists who took me through the report said, “There’s a quality here within the guardian where you demonstrate perfection.” I said, “I couldn’t be a perfectionist. I’m an athlete. I’m always falling and learning and I’m an entrepreneur. I have started multiple businesses. It can’t be me.”

Then when I looked at it, the way that perfectionists punish themselves is by setting unrealistic expectations. I went and started to look at my goals. My first goal for my coaching business was to earn $1 million. I was a full-time leader at Emirates Airlines, earning less than $50,000 per year. Working full-time. My value is $50,000 a year. I have a personal goal of earning $1 million and I was beating myself up. What would happen is that I would refuse to lower the standard, and I never felt that I was moving forward. People are saying, “You are doing phenomenal. You have replaced your income. You are running this type of money. You are doing well,” but I was still $300,000 short of my goal and I’d constantly beat myself up.

That dating myself up, what did it look like? It was the grind. I wouldn’t go to bed at 11:00 or 12:00 or 1:00. I’d stopped at 3:00 in the morning and that was perfectionism. The scientists pointed it out and I went, “I have never realized it.” I looked back through my life and I finally saw an age 40, a pattern of self-harm, and I had that breakthrough.

When people have a breakthrough, sometimes it’s about awareness. We always say that awareness precedes change. I had a lot of coping mechanisms, but you can’t fix a problem that you don’t know what it is. Finally, I came to the root of what my problem was. At that given moment, I stopped that behavior immediately and I have never looked back. That was the big one for me, and I could never see him myself and with age, as you said here. Now I say, “I don’t have to prove myself to anybody. I don’t have to prove myself to myself. I know how good I am and now enjoy it.

That was the second one. What’s the third?

Insights Into Energy Centers And Chakras

The third one is energy centers. Are you familiar with energy centers, the seven chakras in the body? When we look at these, what we are looking at is we are looking at a blueprint of the body. What happens is the blueprint of the body stores all the information from our past pain and traumas. When we have energy deficiencies in any of the chakras, it can lead to mental health, emotional health, and physical health problems.

This is where we can get into the diagnosis of a lot of diseases. If you think about the locations of these seven chakras, their energy centers of the body where there are huge clusters of nerves. We have our crown chakra, third eye chakra, throat chakra, heart chakra. We have our solar plexus and route chakras. Each of these has a different energetic influence on the body. When I look at yours, we look at seven different energy centers. I can see that your crown energy center is balanced.

The third eye energy center has got too much energy at the moment. The throat chakra is overactive. The heart chakra is too low. The solar plexus is low, the sacral is low, but the root chakra is balanced. You have got 2 chakras that are balanced and 5 that need some attention. When it comes to the third eye chakra and what you do right now, have you felt like you have had information overload? Having to do a lot of detailed work. Any difficulties concentrating?

No.  No difficulties concentrating that I can think of.

When we see the third eye chakra as overactive, then we tend to do too much thinking. It also interrupts the pineal gland inside of the brain. What time do you get out of bed?

Only to read.

What happens with the third eye is if we are exposed to artificial blue light from our laptops, digital devices, and computers, then it interrupts the release of Serotonin and melatonin from the pineal gland and the pituitary gland. That creates a form of insomnia because the brain doesn’t think it’s time to sleep but releases more cortisol in the body, which creates discomfort inside the body and often leads to sleep difficulties. Have you ever measured your restorative sleep before?

Not in a long time. That one’s overactive there. The other one, which we will take a look at, is the solar plexus. The solar plexus is underactive at the moment for you, and what it says here is that when the solar plexus is underactive, we normally lack a little bit of willpower. It’s not discipline, but it’s willpower, and that is how I describe it when my solar plexus was low. One of my clients bought me a $400 bottle of whiskey. I wasn’t going to drink it and he kept messaging me. “Have you had a glass?” Have you had a glass?” I said, no. I know that if I open it up, I have no willpower to stop. I gave 1 nip, 2 nips, 3 nips, 4 nips, and 5 nips. To keep drinking the bubble. I kept drinking the bottle and it’s not that I like discipline. It’s the willpower.

There are a couple of things that you can start to think about for your performance. I know for my life, I’m a very disciplined person. I do what has to be done, but getting the momentum and the willpower to start requires a lot of energy and often leaves me exhausted. We can look at Donald Trump as an example of this. We can say he’s got super willpower. Do you think this guy is 79 years of age? He’s still applying for the job and he’s been performing for months on anything to him. How can this guy do these back-to-back events non-stop?

Whether we like him or not, he’s got super willpower and when you look at Elon Musk, it’s somebody with super willpower, Mark Zuckerberg from Facebook, super willpower. Sometimes, these things give us a competitive edge, but the best part is that these things can be restimulated and rebalanced. Once we rebalance, the energy center in the body releases more energy.

One of the big things I found after I went through frequency therapy was that my willingness started to rise. I had the willpower to chase what I wanted. All these things are not fixed. None of this is fixed. All of this can be changed over time, and that’s the difference with this system. A lot of systems, like discs. I love discs, but they say that discs tend to be fixed over time. There’s a major trauma or significant emotional event. Weighing in this science, we still believe that people can change their personalities. First, he’s got to get a baseline for where you are starting from, and then with our clients’ therapies, you can change the brain wave frequencies inside your body. You can start to change that personality with frequent therapies.

How does that work?

How many hours do you have?

We are going to run out of time here.

I will give you the big picture.

We are exposed to about 10,000 frequencies per second, and our team of scientists. What they do is they compose frequency therapies. You might have heard of frequencies. What we do is we orchestrate custom sound frequencies. What we do is we introduce 1,000 new frequencies to the brain per second. We change the way that the brain weighs and operates every single chakra from the top to the bottom, which has its own unique frequency.

Disease in the body starts to occur at around 50 megahertz. There was a gentleman by the name of Dr. Reich and back in the 1920s, he had a 95% cure rate with frequent therapies for cancer. We have come around and looked back around in history. We are focusing on frequency therapies. As little as fifteen minutes in the morning, you can listen to a composed sound frequency therapy and it will change your brainwave frequencies and 98% increase in melatonin.

It’s proven to increase IQ. People who have an IQ of less than 100 can get a 30-point increase in your IQ. There’s some phenomenal stuff that’s happening. We have our children using frequency therapy. My father was constipated for 40 years. It healed the bow, and now he goes to the toilet on a very frequent basis rather than waking up 2 or 3 times per night to go to the toilet. He sleeps the whole night. You can fix a lot of physiological problems that have their roots and emotions and about 76% of physical problems started as emotional problems. That’s why we look at the energy centers, and then we compose frequencies to heal the body.

This is something that lies in the face of most of Western medicine. What’s your take on that?

The way that we operate with the hospitals is by looking at ourselves as complementary healthcare providers. Here in the Eastern World, Western and Eastern medicine go hand in hand. I went and had an operation. I went to a surgery. In preparation, I use my sound frequency.

That sounds like the perfectionist in you.

I have made the commitment and I’m very committed. I have my sound frequency therapy, and what sound frequency therapy does is it’s being proven to reduce post-operation anxiety. I know I do my Eastern medicine. I do my sound frequency therapy, and then I go in and have the Western therapy, the Western operation. Unfortunately, in the operation, they are going to expose you to some pretty heavy types of local anesthetics.

Now, I continue to use frequency therapy to harmonize the body. It might not be a big operation, it’s very painful, but it creates trauma. Having sound frequency therapy removes that stress intention from the body. Research shows that people around the world want to have a lot more input into their healthcare plan when it comes to creating a healthcare plan.

Here in Taiwan, one of the hospitals we work with said, “3 out of 4 people who are coming into this ward, they are coming because they have already had all the Western medication for depression anxiety and polarity responses that they say, “It doesn’t work.” Yes, It made me feel numb for a little while, but I still have all that negative self-talk in the brain. What they want is a different approach.

Sound frequency therapy can remove these old limiting beliefs that are embedded into the energy fuel in the body. A lot of those past pains that people have had it heals those things as well. Working hand in hand, we are seeing some phenomenal breakthroughs. Western medicine had identified pharyngeal cancer in one of our clients. We got him to complete the mind report within 90 seconds.

My team of doctors and scientists called me and said, “We have got to bring this guy in. He’s pharyngeal cancer. It’s gone down into his lungs. It’s gone up into the base of his spine.” Within seven days, he was dead in the operating theater. The doctors here brought him back to life three times, and it was because of this technology that they accelerated the process of getting him into the hospital. His throat had closed up. Western medicine could not identify it, but our technology had. I have been able to save lives and that gentleman became a very good friend of mine along the way.

I’m going to run out of time, but let me ask you one last question. What’s ahead for you with the business?

The Future Of AI In Healthcare

We started to work with some big hospitals here in Taiwan, and we are going to have a big push in the healthcare space. I started an institute back in 2013 called The Daniel Tolson Institute of Complementary Therapy. I believe that with our technology, the mind report, and the sound frequency therapy, what’s happened? After major significant emotional events, 4 out of 5 people will suffer from a life-threatening illness.

There’s an old saying that professional soldiers pray for peace, but they hope for war, and the only reason they hope for war is that they can show their country to their people, what they are made of, and what they have trained for. What I have seen is since COVID, there’s an influx of illness and disease around the world and I believe with the convergence of COVID and these technologies where at a time where we can help people heal. This is going to be the future for us.

As I said, we didn’t get to a lot of things that I had planned to cover. Maybe we will pick that up and follow up on the conversation, but it surely has been interesting and I look forward to seeing the more detailed report that you have produced for my 90-second narration.

I’m going to send over your eight-page report and there are another 25 pages that we can also look into. One of the things I walk into is called an emotional life journey, and it measures our emotional frequency in the emotional states from the final trimester in our mother’s womb, all the way up to present time, and when people see that they freak out.

The topic for another day. Thank you for doing this with me.

Thank you.

–

I want to thank Daniel for joining me. It was an interesting conversation and very different from many of the ones that we have had. We talked about The Tolson Institute. We talked about how he is interestingly applying AI-based technology and voice footprints to help identify new ways to bring benefits to his clients. We did not get a chance to talk too much about his broader career Journey, but we did talk a little bit about his time with Emirates. If you’d like to work on your career journey, you can visit PathWise.io and become a member. Basic membership is free. You can also sign up on the website for the PathWise newsletter and follow us on LinkedIn, Facebook, YouTube, Instagram, and TikTok. Thanks.

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About Daniel Tolson

Daniel Tolson is the co-founder and CEO of the Tolson Institute. Over the last 14 years, he and his team have worked with thousands of individuals across a wide range of organizations to help them be better leaders, build stronger teams, and run higher performing businesses. He does this through a mix of human- and AI-based service delivery.

Prior to starting the Tolson Institute, as a senior flight steward Daniel co-led a team of cabin crew at Emirates Airlines, and his life prior to that included time as a professional wakeboarder and entrepreneur.