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In this episode, Chuck Anderson is joined by Orville Ingram, founder of Ingram Educational Consulting, to explore proactive leadership development and team engagement. Orville shares insights from his 15 years of experience in educational leadership and highlights the importance of authenticity and proactive measures in leadership development. The episode delves into the challenges faced by leaders, the significance of diversity, equity, and inclusion, and the impact of effective collaboration within teams.

Guest Bio:

Orville Ingram is the founder of Ingram Educational Consulting, specializing in leadership training, coaching, and development for underrepresented groups of leaders. Certified with the John Maxwell team, Orville brings 15 years of experience in educational leadership to his work, focusing on proactive leadership development and team engagement.

Key Points Discussed:

– Challenges Faced by Leaders (05:32)

– Importance of Diversity, Equity, and Inclusion (12:18)

– Proactive Leadership Development (19:45)

– Impact of Effective Collaboration (27:09)

– Personal Development and Growth (34:15)

Must-Read Book Recommendation:

  • “The 15 Invaluable Laws of Growth” by John Maxwell

Guest’s Website:

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Until next time, keep moving forward!

Chuck Anderson,

Affiliate Management Expert + Investor + Mentor

http://AffiliateManagementExpert.com/

Transcript
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Hello, everybody, and welcome back to the show. This is the

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creative collaboration show with Chuck Anderson, and this is the show that's

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all about, helping you in your business

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and your career take that to the next level,

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whatever that is and what that means for you.

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And, you know, a big part of running a company or

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managing a team is the dynamics of, you know, the

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the relationships that we have with our team members,

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in terms of productivity, and how we get along, and, you

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know, and And all of that, when we're dealing with other humans, there can

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be the imperfect side of that. And and so today's

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guest is an in that. We have Orville

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Ingram here with me today, and, he is,

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he, you know, he's been mentored by John Maxwell. If Anyone here is

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familiar with John Maxwell and their team of consultants.

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He, is extremely knowledgeable, and,

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just just a fun guy to be around. So, Orville, welcome to

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the show. Oh, thank you so much. Thank you so much, Chuck.

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It's, it's, like, quite a pleasure to be here. Thank you. And I

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know, it's been quite some time. We've been wanting to do this for a

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while, and you and I have known each other for several months now

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and, have been working together in other capacities. So we've gotten

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gotten a chance to know each other, and now I Mhmm. I I wanna share

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you with everyone else, in our world and in our community.

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So, I think a great place to start, Orville,

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is, you know, I always do the light introduction, But, you know,

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you introduce you. Tell a little bit tell everyone a little

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bit more about you and kinda what you do, and That'll be the launching

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pad for our conversation. Yeah. Thank you so

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much. Thank you so much, Chuck. Well,

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My name is Orville Ingram, and I am the founder and CEO of,

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Ingram Educational Consulting. We are,

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you know, a, You know, minority owned business that

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specialize in leadership training, coaching,

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and development. Really targeting and focusing

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on on on the underrepresented, groups of

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leaders, but really, want to focus

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on Individuals who are leading teams. So,

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that's, that's what I do. I'm a certified coach, with the John

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Maxwell team, speaker, trainer, and,

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a, DEIB advocate.

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Mhmm. So what, I I

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think a great follow-up what what prompted you to

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go this direction? I know you do you know, you you work with leaders

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and specific you know? And and I think, you know, to a to a more

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specific degree, minority leaders, but also, you know, with

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with your connection with the John Maxwell team. What what what what was the

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origin story of this? How how did it come to be that you're doing

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this work. Funny enough, well, you know, I've been in

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educational leadership for about 15 years now,

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And, as an educational leader, I spend much of my

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time working with, school administrators,

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And I've also worked with individuals in the corporate

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world. And, for a number of years, I,

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You know, I did that work, and I enjoyed it. I enjoyed working

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with, small groups of, you know, school administrators,

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leading them, helping them build their teams so

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that they can become productive and also effective

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teams. But, but around 2018, I decided

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that I wanted to, branch out and start in my own company,

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and I started Ingram Educational Consulting. And during that

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time of building, and this is a part that, you know, in the you

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can't do anything by yourself. While I was building it,

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I had a business coach who had mentioned the John

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Maxwell team as a resource, and I said, well,

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I know the John Maxwell team because I read all of his books, you

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know? While I was going through my leadership training and work,

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I knew of his work. So, she connected me

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to someone who was, certified by the John Maxwell

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team. And lo and behold, I became certified that same

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year. So, I've been a part of the the the John

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Maxwell team, since 20,

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2022, But I have been in business since

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2018. So I I love this work, and because

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of the the the transformative nature of it,

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To see individuals, in leadership

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and working with their teams and helping them to build capacity

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within their teams, I can I I you you get the sense

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of, gratitude to know that you are,

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you know, creating this transformation within people?

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I love that. And, so you're working

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with leaders who have Teams and and and I think, you

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know, predominantly teams. What are some of the challenges that you

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are either hearing or that these leaders are facing with their

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Teams that, either are, you know, are they coming to you for help,

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or or are you helping to identify these problems? But what are some of the

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challenges that they are experiencing with their teams.

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Well, most of the the challenges that are coming up for,

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team members is that, you know, disengagement. You have a

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lot of individuals within teams that are not happy,

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and the reason for that mainly is because people are not

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connected. People don't understand the leadership that,

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you know, of the of the of the manager. They they don't understand

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what the vision is. They don't understand what the purpose

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of the the where they're going, so there's a lot of

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disconnect. You know, also, you you have people who

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become not only disengaged, but frustrated.

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And then when they start getting frustrated, then they stop working. They stop

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producing. And if they are not producing for your business, then

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clearly you're not making profits. So a part of my work is to

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ensure that You have people who are engaged and people

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who are actually producing so that you can be

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profitable. Mhmm. Yeah. And, you know, that

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you know, what what kind of size of teams are we talking about here? Are

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these small teams, large teams? I mean, what are what are you seeing?

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Most of the teams that I work with, could stem from anywhere

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from 5 people to 50, and that is,

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you know, a normal team that I would work with. Oftentimes,

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we work with them, as a a whole

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team, And sometimes we you know, depending on the type of

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work, we may end up working with some of them in, small

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cohorts or 1 on 1 if the needs be. But, for the

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most part, 5 to 50 team members we work with.

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Mhmm. Yeah. So, is there

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The right time for a leader to sort of look

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for outside help, so, like, bring someone like you in, is it

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I mean, I would imagine a lot of it is reactionary. So, like, I'm

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having this problem. Please help. Yes. Versus proactive,

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like, I wanna avoid problems, so I'm gonna bring you in.

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What what what what are you noticing there? Well, one of the things I believe

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is that, People have to be proactive, and

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you don't wanna be reactionary because of the fact the fact that the message is

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that once you start reacting to a problem, maybe it's so long gone.

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You wanna be proactive. There is, you

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know, the a need for leaders to really not only

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develop themselves, but also develop the team

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members, you know, on in their in their in

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their care. By developing their team

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members and constantly engaging them, you're gonna have a

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more productive team. So it is important that you are not

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Responding to, something that happened in the team,

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maybe, you start having a mass exodus because

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members of your team are not, satisfied with what's

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happening or does not understand the mission. You may have frustration

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over a change in management or a change in the organizational

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structure. You may have, people who are disengaged

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because the the the profitability of the company

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is not there and they're not, you know, feeling a part of

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it, a part of the the the resource that's there. And

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also, You know, we are individuals. We need to be

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personally and professionally developed. And a part of what

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we need is to feel a sense of purpose. So,

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we wanna be proactive in ensuring that we are addressing those

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needs of our team members. And by bringing in someone in like

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me early so that we can provide that support,

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then you have a solid team so you don't have to respond to

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negativity or to something that may happen later on.

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Yeah. I love that. And and I think in a perfect world, we'd all be

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proactive and and try to avoid certain situations, but,

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I mean, I think the reality is that So many people are

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motivated by a today problem. I mean, something that you

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know, some sort of a trigger or an event that just happened. I mean, what

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what What are you, what are you hearing from

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leaders who are in that in that category

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where they're they're reaching out to you because they're reacting? It's like, hey. This

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is happening right now. What are some of those what what are some of those

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things? Well, some of the things that, that people are responding to

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and and we're living in a world where lot of things are happening right now

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and, one of the things that's coming up more often

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is around diversity, equity, and inclusion. Mhmm. You

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know, companies are struggling to really get a grip on how

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do they articulate the mission around,

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diversity, equity, and inclusion. And

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by by by having that, that that

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the challenge that exists, They are looking for support.

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They're looking for people who have the expertise, who can come in and

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support their team members, But they're also looking for people who

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can really, have the conversation that they cannot

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have. And the reality is that We are in a

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space where there are civil rights issues happening. There

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are diversity and equity and inclusion. There are a lot of

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things happening where It's in society, but it's

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filtering into the workplace. And if we

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don't get a grip on it and acknowledge it, The mental

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health issues of our, team members is that is,

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a big big part of it, and companies are also struggling

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to try to figure out How do we satisfy

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the full spectrum of our team members? We have

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diverse team members From, you know, that are from

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different generation, different, religion,

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sexual orientation, Race, color, creed, really

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so they have that. They're they're trying to figure out a way to

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satisfy all the needs of people on their team. So

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you need someone who obviously have not only the skill

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sets, but also the word-of-mouth to come in

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and to really assess and to help your team members,

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you know, understand who they are, how to work together,

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and also to to grow together. Mhmm.

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Yeah. That's that's extremely powerful. So what, so let's

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say anyone listening in right now who might be

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experiencing some of these things with their teams. I mean, you know,

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what is some of your advice for them? Like, what are you recommending that leaders

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do? I you know, maybe 1st, on the reactive side, like, when

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some of these problems happen, what do you do? Right. And then, also, what do

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you do to prevent it? Well, Chuck,

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the reality is that most people are reactive, but so I wanna

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go to the reactive side first because that's that's that's what happened.

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When when when you get to a stage where you recognize

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that something is wrong or you become aware of

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an issue within your team. The dysfunctionality

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of your team, disengagement, you wanna make

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sure that you respond to that. It is important that you don't take

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it for granted I'm not responding because the fact that

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you're responding tells me that you are aware, And that's a good thing of

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a leader to have that awareness.

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So that is a good thing for us to come in and do

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an assessment. One of the things that we do is not

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only team assessment, but also individual assessment.

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May use assessment tools like the DISC assessment to

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assess individuals and their communication styles,

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personality styles, and how that works into the full

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dynamic of the team. So when we recognize

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the issues, we come in and we try to figure out what

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can we do to ensure that individuals

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are, feel, you know, connected, but they're also

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connected to their team members. On the proactive side, they

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can certainly, take steps to

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ensure that their team members are always engaged

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and they're always developing.

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You don't want you wanna get to a stage where you are

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always asking your team members,

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What can I do differently? What can I do better? How

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can I make sure that you feel a part of this team?

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When they feel connected, They're going to respond accordingly, and

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you're go they're gonna grow. So bringing in, you know, someone like

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me to, Not, you know, assess,

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do surveys, develop, training programs

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for your team, workshops, retreats, To ensure that you

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have a cohesive team, that will definitely prevent some of the,

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pitfalls later on on the frustrations that might come with,

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team dynamics. Well, I'm sure the timing of some of

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these challenges are not ideal. I mean, there's no perfect

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time. No. No. But but, you know, it's let let's say

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you're you're you're you're on a very big project,

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and, Yeah. You know, there's tight deadlines, and and, you

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know, that's the last time the last time

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you wanna have your team, You know,

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explode or implode or you know?

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And and because that's where you need everybody at their best. And I

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love what you said is that it's really about, you know,

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developing, you know, in developing individuals. Like, we

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all grow as individuals, but we also grow together as a

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team, and all of the various skills, you know,

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that that that help, with that. And so,

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You know, and it's not just how do we get the most out of

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ourselves, but how do we how do we grow? Like, who who are we

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becoming as as and who do we need to become? Right? Absolutely.

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Absolutely. Absolutely. I was just, thinking

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about, You know, the idea of when we talk about, you

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know, leadership and leading a team, and, you

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know you know, we know that everything rises and falls on leadership.

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And if leaders are not aware of their team and

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themselves, then you're gonna have these pitfalls. You're gonna have these

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issues. So, the goal is to just make sure that

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you are constantly locked in to what's happening.

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You're constantly surveying your team. You're constantly

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asking for feedback, making sure that team members are

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on board with mission, the vision, and the

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products that you are, producing. You wanna make

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sure that they are aware of what's often the changes

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that might be coming Because oftentimes,

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people become different feel disenfranchised or

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feel upset about Changes that are

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made that they weren't a part of, or they are, you know,

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blindsided by it. So leaders can take proactive step

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to ensure That team members are in the loop, and

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they feel connected to, each other within the team

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members. Yeah. And, you know, in order to do that, I

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mean I mean, the theme of this show is, you know, creative

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collaborations, and Scribing is a

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very collaborative process. I mean, as a leader, we have to, you

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know, have these types of collaborative Relationships

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with the members of our team so that we we are able to

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communicate, so we are able to check-in and and do all these things. So

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Yeah. Absolutely. Yeah. So what is that so what what I mean,

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what does collaboration look like maybe for for the leaders that you work

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with, and And, you know, what what are some of your what's some of

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your advice there? When it comes to

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collaboration, I think the most important thing is to understand

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what what's what's in it for not only for

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you, but, for the other person or the

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other, entity that you're collaborating with.

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You know, we have to be selfless about, our collaboration.

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What I find, most time is that

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not only companies, but, you know, you have small businesses

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that, they're competing with each other. And if they can

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only find a way to not compete, but find a way to

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collaborate, They'll get more out of that, and it will be

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more impactful in terms of collaboration.

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We all we all can sell the same product, but at the same

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time, we can, find a way

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to impact the you know, our individual audience. So

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collaboration for me is really around looking at What

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what what what is it that, will be beneficial not only to

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me, but also to the other person and the impact that it will

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make? So collaboration is key in this, you know, in this business

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world. Mhmm. And I know there's all sorts of different leadership

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styles. I mean, some are more, you know, of, You know, have more

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authority and use that authority in terms of,

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dictating outcomes Yeah. And and and tasks and

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deliverables and all of those things. And, you know, a

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collaborative approach is is is one where, you know,

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it's we're not telling Our teams, everything they need to

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do, but we're really working with our teams. And so,

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you know, is there anything you're noticing to in terms of

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Leadership styles that kind of, you know, that maybe either are

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contributing to the problem or or or

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proactively, preventing

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these types of problems?

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Well, you know, There are there are there are different, levels of

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leadership. And, we we don't

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want to, people grow along the

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different levels of leadership. And if they,

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you know, depending on on on, you'll have Someone

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who is more authoritative in their approach,

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that person more than likely is not gonna be very collaborative. Tip day. That's gonna

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be a, like, a top down leadership style. Mhmm. So you just wanna

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tell your team members what they need to do, and they you expect

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them to do it without much pushback. That is

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not gonna get much traction. You need,

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someone who is, you know, certainly looking for

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at at leadership from the perspective of, you know, servant leadership.

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I'm here to serve you and you will do the

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work because you are feeling impacted by it and they will serve

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you well. Servant leadership gets

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more done and get gets gets more people to do

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work in a manner that is gonna be not only collaborative,

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but even more impactful. So, top down leadership

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does not work. Servant leadership does.

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I love that. Well, speaking of collaboration, I think one of

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the one of the reasons that I wanted to have you on this

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show is because You yourself are is a is a great

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person to partner with and to collaborate with and

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to be a resource with anyone who,

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either is struggling with their team

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or is looking to be proactive with their Team. And

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I know that there's leaders out there who have embraced self

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growth and personal development, and, you know, I know that's a

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lot of what the Maxwell Philosophy is. I know that's what a lot of

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your philosophy is. You know, we grow ourselves in

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order to get a better result, And we can't

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always force people on our team to do what we want them to do,

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but we can us ourselves, we can learn to

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grow and become more influential. And I like to be the

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kind of leader that people want to work with and not it

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was like, oh god, here he comes again. Right? And It's

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like, here we go. So, you know, maybe

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share a little bit about how you know, what is that approach, and what are

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some of the next Steps for leaders listening in in terms

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of, you know, working with you and some of the steps that you'll take

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together? Well, some of the steps that

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they can take is, certainly, 1st and foremost, to reach out and, schedule a

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call with me So we can discuss and and create a strategic

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plan of action for you. Let's talk about what are some

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of the issues that you're experiencing on your team. That's one of the

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first thing. In order for us to really have a collaborative effort,

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we need to be open and receptive to support.

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And if a if a if a leader can decide can

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become aware of an issue and or wanna grow

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their team, By all means, let's have a call. Let's have

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a, a strategy call, and, we can definitely talk

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about that and see how I can help.

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That's, I I think a really

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natural next step. And by the way, if you would like to connect with

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Orville, and you're watching this on video, I've got

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all of his contact information and all of his links right beneath this video.

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And if you're listening to this on a podcast, of course, you're gonna find

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everything all right there as well. And I know from time

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to time, you have Shops and things going on, we'll we'll we'll link to

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everything there. But, you know, really, the best thing to do is just get on

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a call, and, and and and discuss it,

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directly. I always think taking that director approach is

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is is is the best way. Right? And so,

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Absolutely. Any anything else any other tips or advice you

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wanna kinda add to leaders in in, that

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are listening in right now that, in in terms of growing themselves

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and working with their teams and just anything that we've talked about so

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far?

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Think, my one of my you know, I would hope it's not it's

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not Not my final advice, but advice to

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leaders is is to embrace leadership and embrace the

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journey with humility and openness.

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It's not it's not a finality when you become the owner of a

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business or you're leading a team. You always have to be

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willing to grow and to recognize that effective leadership

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in diverse environments is, a continuous

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process. So, you know, leaders just need to be,

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very open and receptive, embrace it with humility,

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I just, you know, try to adapt and understand.

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So that's that's that's what I would suggest for leaders to do. That way,

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they'll have a more collaborative team and saw a team that is

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effective and profitable. I love

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that. Is there any particular, you know, personal

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growth, I mean, in terms

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of skill development or, you know, things that,

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leaders should really look towards developing in themselves or

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growing in themselves that that are, you know, probably common to

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most leaders that Mhmm. Would really help with this?

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Yeah. Well, you know, the one of the things

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is that you have to be very self aware. And, one of you know

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you know, as a leader, You need to be,

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aware of your own leadership styles. And in order

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to do that, you need to be aware of your own,

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You know, strengths, your challenges. One of the ways

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we do that, at Ingram Educational Consulting is to

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use our DISC assessment. So, you know, but

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leaders just need to understand their strength. I would also

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recommend, some books that they Could use, to

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start their journey. One of the ones that I really like,

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is, Mindset, The New Psychology

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of, Success by Carl Dweck. I think that's a

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great book to kinda develop that mindset

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of Understanding, what it means to have a growth

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mindset versus a fixed mindset. And I think

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Carl Dweck does a Really good job in kinda,

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do you know, making that distinction and providing resource.

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Another one, I think, Dare to Lead by, Brene

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Brown. I think that's a great book for leaders to really,

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dive into and really just kinda, like, suck up all the resources

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and to help them to just become better leaders

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and and and become, a leader that is really,

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you know, focused and, you know, inclusive

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in their in their in their practice. So that's those are 2 books I

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would recommend and also to be very self

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aware. So I love those recommendations,

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not only because they're good recommendations, But I've read them both. So,

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mindset was, I would say, very eye opening. It

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was, you know, and it It it gave me a lot of insight

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as to, how the learning

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styles work and also the personality styles, And it gave me

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great insight at any client or team member that I've ever had a

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challenge with. I instantly go, oh, okay. That you

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know, first of all, Do I have a growth mindset or,

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or fixed mindset? And any times I had

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maybe conflict or maybe we didn't Worked together as well,

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and there could have been that growth mindset

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versus fixed mindset, at play as well. And it was just

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Even in my kids. Right? And so and then how do I nurture, you

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know, how do I nurture the growth and stuff? So I I really Yeah. Really

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appreciate that book. And, dare to lead, I mean, anything by

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Brene Brown. I mean, she's just she's just, absolutely

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amazing, And, I just find her extremely

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inspirational, in terms of, and down to earth

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too, because She she's not perfect,

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and she'll tell you that in her book. I mean, so much of it is

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from her journey and through some of the mistakes that she has

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made. And I think that sometimes what happens when we when we

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have mentors and we learn from other leaders is that we put them on,

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on a pedestal, and it's like, oh, yeah. You have all your stuff together,

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but Brene is just so real with Yeah. She's

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You know, You you can put them on a pedestal, but you have to remember

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that they do wrong or they do, make mistakes.

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And she has, demonstrated that, you know,

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You have to be authentic and be real about what you're

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talking about so that people can actually See themselves

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in what you're, you know, you know, providing them with.

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So, I like I like her for that, and I just, But, you

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know, I would be remiss if I did not mention 1 book that I I've

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read so many times over. And it provides me the the

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it's like a road map to Personal growth, and it's,

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the 15 invaluable laws of growth by John Maxwell because

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that's a book that I use, not only in trainings, but also

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in my coaching. And I know that it's one of the books that I

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really, enjoy and tap into all the time

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Because it it gives you such a, a wealth of information on

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how to really develop yourself out from a

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personal level So you can move into that professional,

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space more authentically. Well, I have the

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links to all these books Here beneath the video and in and in the podcast

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show notes, I have not read that particular book from John. I mean, John

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has so many books that Oh. It's gonna take me a while to get through

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all of them. The one I read was, Sometimes You Win, Sometimes

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You Learn. You learn. Yep. And, which is an amazing,

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an amazing book, especially, for those of you

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know, those who, hate to lose,

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for that. And, yeah, I won't

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ruin the surprise and or, you know, actually, you'll learn it in the 1st chapter,

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really, what he's talking about there. Yes. You do. And I have the kids version

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too, because I have the book the I have the adult version, the

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teenage version, and the kid version. So I have all 3. Yeah.

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So I agree with you. Those out. Yeah. Yeah. Yeah. Yeah. I'll go through

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kids will read any of the things that I recommend, but I'm definitely

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gonna check it So But they're great books.

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Yeah. They are. So, Orville, thank you so much. I mean, this has been, you

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know, a a great Time well spent. I mean, you've

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been, generous with your, you know,

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content and your advice, and And I think, you know, what

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I really like about you is that you're very authentic and real when

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when when we're working together, And, and I know

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that's what people will come to, experience

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when they reach out to you as well. And, You know, again, if you're

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still listening to us, link is right beneath this video. Go book a

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a a time to speak with Orville. And, You

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know, whether you end up working together or not, there's gonna be some great insights

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from a a a very, I would say, generous

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and kind and giving man, who can help you,

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in so many ways. So as we bring

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this episode to a close, Orville, I just wanna, again, say thank you.

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And, if you had, any last words of wisdom

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or piece of advice for our listeners as we end this episode?

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Well, 1 the the last thing I would wanna

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say is just to, just to be, so self

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aware That you become even more

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authentic with your team. Understand that leadership is

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not A one stop shop. It's a journey.

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Embrace it, and embrace it with humility. So I I

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love working with leaders. I love working with teams, and I look

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forward to hearing from you, you know, both that call, and then we can

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have a conversation in how we can Make you make

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you and your team better. Excellent. Well, let's make

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you and your team better. I think excellent words to end this episode by.

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So thank you to our audience. Thank you, Orville. And

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I just wanna say, you know, make sure that this has been time well spent

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for you. Go ahead and take something that you learned here today

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and take action on it today. Maybe it's some of the

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Advice that Orville has shared, maybe it's just to book a call with him.

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Do something. Take some positive action towards the outcome that

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you you, that you want. And remember, keep moving

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forward despite the things that happen, and you might just

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be one Good collaboration or partnership away from,

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you know, the results and the outcome that you wanna, generate,

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and and that's really why we do this. So in the meantime, thank

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you, and, be sure to check out our future episodes.

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And, have a great Time and,

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keep moving forward, everybody. Thank you. Thank you so much for, having

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me.

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