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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:
Guest's Website:
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Until next time, keep moving forward!
Chuck Anderson,
Hello, everybody, and welcome back to the show. This is the
Speaker:creative collaboration show with Chuck Anderson, and this is the show that's
Speaker:all about, helping you in your business
Speaker:and your career take that to the next level,
Speaker:whatever that is and what that means for you.
Speaker:And, you know, a big part of running a company or
Speaker:managing a team is the dynamics of, you know, the
Speaker:the relationships that we have with our team members,
Speaker:in terms of productivity, and how we get along, and, you
Speaker:know, and And all of that, when we're dealing with other humans, there can
Speaker:be the imperfect side of that. And and so today's
Speaker:guest is an in that. We have Orville
Speaker:Ingram here with me today, and, he is,
Speaker:he, you know, he's been mentored by John Maxwell. If Anyone here is
Speaker:familiar with John Maxwell and their team of consultants.
Speaker:He, is extremely knowledgeable, and,
Speaker:just just a fun guy to be around. So, Orville, welcome to
Speaker:the show. Oh, thank you so much. Thank you so much, Chuck.
Speaker:It's, it's, like, quite a pleasure to be here. Thank you. And I
Speaker:know, it's been quite some time. We've been wanting to do this for a
Speaker:while, and you and I have known each other for several months now
Speaker:and, have been working together in other capacities. So we've gotten
Speaker:gotten a chance to know each other, and now I Mhmm. I I wanna share
Speaker:you with everyone else, in our world and in our community.
Speaker:So, I think a great place to start, Orville,
Speaker:is, you know, I always do the light introduction, But, you know,
Speaker:you introduce you. Tell a little bit tell everyone a little
Speaker:bit more about you and kinda what you do, and That'll be the launching
Speaker:pad for our conversation. Yeah. Thank you so
Speaker:much. Thank you so much, Chuck. Well,
Speaker:My name is Orville Ingram, and I am the founder and CEO of,
Speaker:Ingram Educational Consulting. We are,
Speaker:you know, a, You know, minority owned business that
Speaker:specialize in leadership training, coaching,
Speaker:and development. Really targeting and focusing
Speaker:on on on the underrepresented, groups of
Speaker:leaders, but really, want to focus
Speaker:on Individuals who are leading teams. So,
Speaker:that's, that's what I do. I'm a certified coach, with the John
Speaker:Maxwell team, speaker, trainer, and,
Speaker:a, DEIB advocate.
Speaker:Mhmm. So what, I I
Speaker:think a great follow-up what what prompted you to
Speaker:go this direction? I know you do you know, you you work with leaders
Speaker:and specific you know? And and I think, you know, to a to a more
Speaker:specific degree, minority leaders, but also, you know, with
Speaker:with your connection with the John Maxwell team. What what what what was the
Speaker:origin story of this? How how did it come to be that you're doing
Speaker:this work. Funny enough, well, you know, I've been in
Speaker:educational leadership for about 15 years now,
Speaker:And, as an educational leader, I spend much of my
Speaker:time working with, school administrators,
Speaker:And I've also worked with individuals in the corporate
Speaker:world. And, for a number of years, I,
Speaker:You know, I did that work, and I enjoyed it. I enjoyed working
Speaker:with, small groups of, you know, school administrators,
Speaker:leading them, helping them build their teams so
Speaker:that they can become productive and also effective
Speaker:teams. But, but around 2018, I decided
Speaker:that I wanted to, branch out and start in my own company,
Speaker:and I started Ingram Educational Consulting. And during that
Speaker:time of building, and this is a part that, you know, in the you
Speaker:can't do anything by yourself. While I was building it,
Speaker:I had a business coach who had mentioned the John
Speaker:Maxwell team as a resource, and I said, well,
Speaker:I know the John Maxwell team because I read all of his books, you
Speaker:know? While I was going through my leadership training and work,
Speaker:I knew of his work. So, she connected me
Speaker:to someone who was, certified by the John Maxwell
Speaker:team. And lo and behold, I became certified that same
Speaker:year. So, I've been a part of the the the John
Speaker:Maxwell team, since 20,
Speaker:2022, But I have been in business since
Speaker:2018. So I I love this work, and because
Speaker:of the the the transformative nature of it,
Speaker:To see individuals, in leadership
Speaker:and working with their teams and helping them to build capacity
Speaker:within their teams, I can I I you you get the sense
Speaker:of, gratitude to know that you are,
Speaker:you know, creating this transformation within people?
Speaker:I love that. And, so you're working
Speaker:with leaders who have Teams and and and I think, you
Speaker:know, predominantly teams. What are some of the challenges that you
Speaker:are either hearing or that these leaders are facing with their
Speaker:Teams that, either are, you know, are they coming to you for help,
Speaker:or or are you helping to identify these problems? But what are some of the
Speaker:challenges that they are experiencing with their teams.
Speaker:Well, most of the the challenges that are coming up for,
Speaker:team members is that, you know, disengagement. You have a
Speaker:lot of individuals within teams that are not happy,
Speaker:and the reason for that mainly is because people are not
Speaker:connected. People don't understand the leadership that,
Speaker:you know, of the of the of the manager. They they don't understand
Speaker:what the vision is. They don't understand what the purpose
Speaker:of the the where they're going, so there's a lot of
Speaker:disconnect. You know, also, you you have people who
Speaker:become not only disengaged, but frustrated.
Speaker:And then when they start getting frustrated, then they stop working. They stop
Speaker:producing. And if they are not producing for your business, then
Speaker:clearly you're not making profits. So a part of my work is to
Speaker:ensure that You have people who are engaged and people
Speaker:who are actually producing so that you can be
Speaker:profitable. Mhmm. Yeah. And, you know, that
Speaker:you know, what what kind of size of teams are we talking about here? Are
Speaker:these small teams, large teams? I mean, what are what are you seeing?
Speaker:Most of the teams that I work with, could stem from anywhere
Speaker:from 5 people to 50, and that is,
Speaker:you know, a normal team that I would work with. Oftentimes,
Speaker:we work with them, as a a whole
Speaker:team, And sometimes we you know, depending on the type of
Speaker:work, we may end up working with some of them in, small
Speaker:cohorts or 1 on 1 if the needs be. But, for the
Speaker:most part, 5 to 50 team members we work with.
Speaker:Mhmm. Yeah. So, is there
Speaker:The right time for a leader to sort of look
Speaker:for outside help, so, like, bring someone like you in, is it
Speaker:I mean, I would imagine a lot of it is reactionary. So, like, I'm
Speaker:having this problem. Please help. Yes. Versus proactive,
Speaker:like, I wanna avoid problems, so I'm gonna bring you in.
Speaker:What what what what are you noticing there? Well, one of the things I believe
Speaker:is that, People have to be proactive, and
Speaker:you don't wanna be reactionary because of the fact the fact that the message is
Speaker:that once you start reacting to a problem, maybe it's so long gone.
Speaker:You wanna be proactive. There is, you
Speaker:know, the a need for leaders to really not only
Speaker:develop themselves, but also develop the team
Speaker:members, you know, on in their in their in
Speaker:their care. By developing their team
Speaker:members and constantly engaging them, you're gonna have a
Speaker:more productive team. So it is important that you are not
Speaker:Responding to, something that happened in the team,
Speaker:maybe, you start having a mass exodus because
Speaker:members of your team are not, satisfied with what's
Speaker:happening or does not understand the mission. You may have frustration
Speaker:over a change in management or a change in the organizational
Speaker:structure. You may have, people who are disengaged
Speaker:because the the the profitability of the company
Speaker:is not there and they're not, you know, feeling a part of
Speaker:it, a part of the the the resource that's there. And
Speaker:also, You know, we are individuals. We need to be
Speaker:personally and professionally developed. And a part of what
Speaker:we need is to feel a sense of purpose. So,
Speaker:we wanna be proactive in ensuring that we are addressing those
Speaker:needs of our team members. And by bringing in someone in like
Speaker:me early so that we can provide that support,
Speaker:then you have a solid team so you don't have to respond to
Speaker:negativity or to something that may happen later on.
Speaker:Yeah. I love that. And and I think in a perfect world, we'd all be
Speaker:proactive and and try to avoid certain situations, but,
Speaker:I mean, I think the reality is that So many people are
Speaker:motivated by a today problem. I mean, something that you
Speaker:know, some sort of a trigger or an event that just happened. I mean, what
Speaker:what What are you, what are you hearing from
Speaker:leaders who are in that in that category
Speaker:where they're they're reaching out to you because they're reacting? It's like, hey. This
Speaker:is happening right now. What are some of those what what are some of those
Speaker:things? Well, some of the things that, that people are responding to
Speaker:and and we're living in a world where lot of things are happening right now
Speaker:and, one of the things that's coming up more often
Speaker:is around diversity, equity, and inclusion. Mhmm. You
Speaker:know, companies are struggling to really get a grip on how
Speaker:do they articulate the mission around,
Speaker:diversity, equity, and inclusion. And
Speaker:by by by having that, that that
Speaker:the challenge that exists, They are looking for support.
Speaker:They're looking for people who have the expertise, who can come in and
Speaker:support their team members, But they're also looking for people who
Speaker:can really, have the conversation that they cannot
Speaker:have. And the reality is that We are in a
Speaker:space where there are civil rights issues happening. There
Speaker:are diversity and equity and inclusion. There are a lot of
Speaker:things happening where It's in society, but it's
Speaker:filtering into the workplace. And if we
Speaker:don't get a grip on it and acknowledge it, The mental
Speaker:health issues of our, team members is that is,
Speaker:a big big part of it, and companies are also struggling
Speaker:to try to figure out How do we satisfy
Speaker:the full spectrum of our team members? We have
Speaker:diverse team members From, you know, that are from
Speaker:different generation, different, religion,
Speaker:sexual orientation, Race, color, creed, really
Speaker:so they have that. They're they're trying to figure out a way to
Speaker:satisfy all the needs of people on their team. So
Speaker:you need someone who obviously have not only the skill
Speaker:sets, but also the word-of-mouth to come in
Speaker:and to really assess and to help your team members,
Speaker:you know, understand who they are, how to work together,
Speaker:and also to to grow together. Mhmm.
Speaker:Yeah. That's that's extremely powerful. So what, so let's
Speaker:say anyone listening in right now who might be
Speaker:experiencing some of these things with their teams. I mean, you know,
Speaker:what is some of your advice for them? Like, what are you recommending that leaders
Speaker:do? I you know, maybe 1st, on the reactive side, like, when
Speaker:some of these problems happen, what do you do? Right. And then, also, what do
Speaker:you do to prevent it? Well, Chuck,
Speaker:the reality is that most people are reactive, but so I wanna
Speaker:go to the reactive side first because that's that's that's what happened.
Speaker:When when when you get to a stage where you recognize
Speaker:that something is wrong or you become aware of
Speaker:an issue within your team. The dysfunctionality
Speaker:of your team, disengagement, you wanna make
Speaker:sure that you respond to that. It is important that you don't take
Speaker:it for granted I'm not responding because the fact that
Speaker:you're responding tells me that you are aware, And that's a good thing of
Speaker:a leader to have that awareness.
Speaker:So that is a good thing for us to come in and do
Speaker:an assessment. One of the things that we do is not
Speaker:only team assessment, but also individual assessment.
Speaker:May use assessment tools like the DISC assessment to
Speaker:assess individuals and their communication styles,
Speaker:personality styles, and how that works into the full
Speaker:dynamic of the team. So when we recognize
Speaker:the issues, we come in and we try to figure out what
Speaker:can we do to ensure that individuals
Speaker:are, feel, you know, connected, but they're also
Speaker:connected to their team members. On the proactive side, they
Speaker:can certainly, take steps to
Speaker:ensure that their team members are always engaged
Speaker:and they're always developing.
Speaker:You don't want you wanna get to a stage where you are
Speaker:always asking your team members,
Speaker:What can I do differently? What can I do better? How
Speaker:can I make sure that you feel a part of this team?
Speaker:When they feel connected, They're going to respond accordingly, and
Speaker:you're go they're gonna grow. So bringing in, you know, someone like
Speaker:me to, Not, you know, assess,
Speaker:do surveys, develop, training programs
Speaker:for your team, workshops, retreats, To ensure that you
Speaker:have a cohesive team, that will definitely prevent some of the,
Speaker:pitfalls later on on the frustrations that might come with,
Speaker:team dynamics. Well, I'm sure the timing of some of
Speaker:these challenges are not ideal. I mean, there's no perfect
Speaker:time. No. No. But but, you know, it's let let's say
Speaker:you're you're you're you're on a very big project,
Speaker:and, Yeah. You know, there's tight deadlines, and and, you
Speaker:know, that's the last time the last time
Speaker:you wanna have your team, You know,
Speaker:explode or implode or you know?
Speaker:And and because that's where you need everybody at their best. And I
Speaker:love what you said is that it's really about, you know,
Speaker:developing, you know, in developing individuals. Like, we
Speaker:all grow as individuals, but we also grow together as a
Speaker:team, and all of the various skills, you know,
Speaker:that that that help, with that. And so,
Speaker:You know, and it's not just how do we get the most out of
Speaker:ourselves, but how do we how do we grow? Like, who who are we
Speaker:becoming as as and who do we need to become? Right? Absolutely.
Speaker:Absolutely. Absolutely. I was just, thinking
Speaker:about, You know, the idea of when we talk about, you
Speaker:know, leadership and leading a team, and, you
Speaker:know you know, we know that everything rises and falls on leadership.
Speaker:And if leaders are not aware of their team and
Speaker:themselves, then you're gonna have these pitfalls. You're gonna have these
Speaker:issues. So, the goal is to just make sure that
Speaker:you are constantly locked in to what's happening.
Speaker:You're constantly surveying your team. You're constantly
Speaker:asking for feedback, making sure that team members are
Speaker:on board with mission, the vision, and the
Speaker:products that you are, producing. You wanna make
Speaker:sure that they are aware of what's often the changes
Speaker:that might be coming Because oftentimes,
Speaker:people become different feel disenfranchised or
Speaker:feel upset about Changes that are
Speaker:made that they weren't a part of, or they are, you know,
Speaker:blindsided by it. So leaders can take proactive step
Speaker:to ensure That team members are in the loop, and
Speaker:they feel connected to, each other within the team
Speaker:members. Yeah. And, you know, in order to do that, I
Speaker:mean I mean, the theme of this show is, you know, creative
Speaker:collaborations, and Scribing is a
Speaker:very collaborative process. I mean, as a leader, we have to, you
Speaker:know, have these types of collaborative Relationships
Speaker:with the members of our team so that we we are able to
Speaker:communicate, so we are able to check-in and and do all these things. So
Speaker:Yeah. Absolutely. Yeah. So what is that so what what I mean,
Speaker:what does collaboration look like maybe for for the leaders that you work
Speaker:with, and And, you know, what what are some of your what's some of
Speaker:your advice there? When it comes to
Speaker:collaboration, I think the most important thing is to understand
Speaker:what what's what's in it for not only for
Speaker:you, but, for the other person or the
Speaker:other, entity that you're collaborating with.
Speaker:You know, we have to be selfless about, our collaboration.
Speaker:What I find, most time is that
Speaker:not only companies, but, you know, you have small businesses
Speaker:that, they're competing with each other. And if they can
Speaker:only find a way to not compete, but find a way to
Speaker:collaborate, They'll get more out of that, and it will be
Speaker:more impactful in terms of collaboration.
Speaker:We all we all can sell the same product, but at the same
Speaker:time, we can, find a way
Speaker:to impact the you know, our individual audience. So
Speaker:collaboration for me is really around looking at What
Speaker:what what what is it that, will be beneficial not only to
Speaker:me, but also to the other person and the impact that it will
Speaker:make? So collaboration is key in this, you know, in this business
Speaker:world. Mhmm. And I know there's all sorts of different leadership
Speaker:styles. I mean, some are more, you know, of, You know, have more
Speaker:authority and use that authority in terms of,
Speaker:dictating outcomes Yeah. And and and tasks and
Speaker:deliverables and all of those things. And, you know, a
Speaker:collaborative approach is is is one where, you know,
Speaker:it's we're not telling Our teams, everything they need to
Speaker:do, but we're really working with our teams. And so,
Speaker:you know, is there anything you're noticing to in terms of
Speaker:Leadership styles that kind of, you know, that maybe either are
Speaker:contributing to the problem or or or
Speaker:proactively, preventing
Speaker:these types of problems?
Speaker:Well, you know, There are there are there are different, levels of
Speaker:leadership. And, we we don't
Speaker:want to, people grow along the
Speaker:different levels of leadership. And if they,
Speaker:you know, depending on on on, you'll have Someone
Speaker:who is more authoritative in their approach,
Speaker:that person more than likely is not gonna be very collaborative. Tip day. That's gonna
Speaker:be a, like, a top down leadership style. Mhmm. So you just wanna
Speaker:tell your team members what they need to do, and they you expect
Speaker:them to do it without much pushback. That is
Speaker:not gonna get much traction. You need,
Speaker:someone who is, you know, certainly looking for
Speaker:at at leadership from the perspective of, you know, servant leadership.
Speaker:I'm here to serve you and you will do the
Speaker:work because you are feeling impacted by it and they will serve
Speaker:you well. Servant leadership gets
Speaker:more done and get gets gets more people to do
Speaker:work in a manner that is gonna be not only collaborative,
Speaker:but even more impactful. So, top down leadership
Speaker:does not work. Servant leadership does.
Speaker:I love that. Well, speaking of collaboration, I think one of
Speaker:the one of the reasons that I wanted to have you on this
Speaker:show is because You yourself are is a is a great
Speaker:person to partner with and to collaborate with and
Speaker:to be a resource with anyone who,
Speaker:either is struggling with their team
Speaker:or is looking to be proactive with their Team. And
Speaker:I know that there's leaders out there who have embraced self
Speaker:growth and personal development, and, you know, I know that's a
Speaker:lot of what the Maxwell Philosophy is. I know that's what a lot of
Speaker:your philosophy is. You know, we grow ourselves in
Speaker:order to get a better result, And we can't
Speaker:always force people on our team to do what we want them to do,
Speaker:but we can us ourselves, we can learn to
Speaker:grow and become more influential. And I like to be the
Speaker:kind of leader that people want to work with and not it
Speaker:was like, oh god, here he comes again. Right? And It's
Speaker:like, here we go. So, you know, maybe
Speaker:share a little bit about how you know, what is that approach, and what are
Speaker:some of the next Steps for leaders listening in in terms
Speaker:of, you know, working with you and some of the steps that you'll take
Speaker:together? Well, some of the steps that
Speaker:they can take is, certainly, 1st and foremost, to reach out and, schedule a
Speaker:call with me So we can discuss and and create a strategic
Speaker:plan of action for you. Let's talk about what are some
Speaker:of the issues that you're experiencing on your team. That's one of the
Speaker:first thing. In order for us to really have a collaborative effort,
Speaker:we need to be open and receptive to support.
Speaker:And if a if a if a leader can decide can
Speaker:become aware of an issue and or wanna grow
Speaker:their team, By all means, let's have a call. Let's have
Speaker:a, a strategy call, and, we can definitely talk
Speaker:about that and see how I can help.
Speaker:That's, I I think a really
Speaker:natural next step. And by the way, if you would like to connect with
Speaker:Orville, and you're watching this on video, I've got
Speaker:all of his contact information and all of his links right beneath this video.
Speaker:And if you're listening to this on a podcast, of course, you're gonna find
Speaker:everything all right there as well. And I know from time
Speaker:to time, you have Shops and things going on, we'll we'll we'll link to
Speaker:everything there. But, you know, really, the best thing to do is just get on
Speaker:a call, and, and and and discuss it,
Speaker:directly. I always think taking that director approach is
Speaker:is is is the best way. Right? And so,
Speaker:Absolutely. Any anything else any other tips or advice you
Speaker:wanna kinda add to leaders in in, that
Speaker:are listening in right now that, in in terms of growing themselves
Speaker:and working with their teams and just anything that we've talked about so
Speaker:far?
Speaker:Think, my one of my you know, I would hope it's not it's
Speaker:not Not my final advice, but advice to
Speaker:leaders is is to embrace leadership and embrace the
Speaker:journey with humility and openness.
Speaker:It's not it's not a finality when you become the owner of a
Speaker:business or you're leading a team. You always have to be
Speaker:willing to grow and to recognize that effective leadership
Speaker:in diverse environments is, a continuous
Speaker:process. So, you know, leaders just need to be,
Speaker:very open and receptive, embrace it with humility,
Speaker:I just, you know, try to adapt and understand.
Speaker:So that's that's that's what I would suggest for leaders to do. That way,
Speaker:they'll have a more collaborative team and saw a team that is
Speaker:effective and profitable. I love
Speaker:that. Is there any particular, you know, personal
Speaker:growth, I mean, in terms
Speaker:of skill development or, you know, things that,
Speaker:leaders should really look towards developing in themselves or
Speaker:growing in themselves that that are, you know, probably common to
Speaker:most leaders that Mhmm. Would really help with this?
Speaker:Yeah. Well, you know, the one of the things
Speaker:is that you have to be very self aware. And, one of you know
Speaker:you know, as a leader, You need to be,
Speaker:aware of your own leadership styles. And in order
Speaker:to do that, you need to be aware of your own,
Speaker:You know, strengths, your challenges. One of the ways
Speaker:we do that, at Ingram Educational Consulting is to
Speaker:use our DISC assessment. So, you know, but
Speaker:leaders just need to understand their strength. I would also
Speaker:recommend, some books that they Could use, to
Speaker:start their journey. One of the ones that I really like,
Speaker:is, Mindset, The New Psychology
Speaker:of, Success by Carl Dweck. I think that's a
Speaker:great book to kinda develop that mindset
Speaker:of Understanding, what it means to have a growth
Speaker:mindset versus a fixed mindset. And I think
Speaker:Carl Dweck does a Really good job in kinda,
Speaker:do you know, making that distinction and providing resource.
Speaker:Another one, I think, Dare to Lead by, Brene
Speaker:Brown. I think that's a great book for leaders to really,
Speaker:dive into and really just kinda, like, suck up all the resources
Speaker:and to help them to just become better leaders
Speaker:and and and become, a leader that is really,
Speaker:you know, focused and, you know, inclusive
Speaker:in their in their in their practice. So that's those are 2 books I
Speaker:would recommend and also to be very self
Speaker:aware. So I love those recommendations,
Speaker:not only because they're good recommendations, But I've read them both. So,
Speaker:mindset was, I would say, very eye opening. It
Speaker:was, you know, and it It it gave me a lot of insight
Speaker:as to, how the learning
Speaker:styles work and also the personality styles, And it gave me
Speaker:great insight at any client or team member that I've ever had a
Speaker:challenge with. I instantly go, oh, okay. That you
Speaker:know, first of all, Do I have a growth mindset or,
Speaker:or fixed mindset? And any times I had
Speaker:maybe conflict or maybe we didn't Worked together as well,
Speaker:and there could have been that growth mindset
Speaker:versus fixed mindset, at play as well. And it was just
Speaker:Even in my kids. Right? And so and then how do I nurture, you
Speaker:know, how do I nurture the growth and stuff? So I I really Yeah. Really
Speaker:appreciate that book. And, dare to lead, I mean, anything by
Speaker:Brene Brown. I mean, she's just she's just, absolutely
Speaker:amazing, And, I just find her extremely
Speaker:inspirational, in terms of, and down to earth
Speaker:too, because She she's not perfect,
Speaker:and she'll tell you that in her book. I mean, so much of it is
Speaker:from her journey and through some of the mistakes that she has
Speaker:made. And I think that sometimes what happens when we when we
Speaker:have mentors and we learn from other leaders is that we put them on,
Speaker:on a pedestal, and it's like, oh, yeah. You have all your stuff together,
Speaker:but Brene is just so real with Yeah. She's
Speaker:You know, You you can put them on a pedestal, but you have to remember
Speaker:that they do wrong or they do, make mistakes.
Speaker:And she has, demonstrated that, you know,
Speaker:You have to be authentic and be real about what you're
Speaker:talking about so that people can actually See themselves
Speaker:in what you're, you know, you know, providing them with.
Speaker:So, I like I like her for that, and I just, But, you
Speaker:know, I would be remiss if I did not mention 1 book that I I've
Speaker:read so many times over. And it provides me the the
Speaker:it's like a road map to Personal growth, and it's,
Speaker:the 15 invaluable laws of growth by John Maxwell because
Speaker:that's a book that I use, not only in trainings, but also
Speaker:in my coaching. And I know that it's one of the books that I
Speaker:really, enjoy and tap into all the time
Speaker:Because it it gives you such a, a wealth of information on
Speaker:how to really develop yourself out from a
Speaker:personal level So you can move into that professional,
Speaker:space more authentically. Well, I have the
Speaker:links to all these books Here beneath the video and in and in the podcast
Speaker:show notes, I have not read that particular book from John. I mean, John
Speaker:has so many books that Oh. It's gonna take me a while to get through
Speaker:all of them. The one I read was, Sometimes You Win, Sometimes
Speaker:You Learn. You learn. Yep. And, which is an amazing,
Speaker:an amazing book, especially, for those of you
Speaker:know, those who, hate to lose,
Speaker:for that. And, yeah, I won't
Speaker:ruin the surprise and or, you know, actually, you'll learn it in the 1st chapter,
Speaker:really, what he's talking about there. Yes. You do. And I have the kids version
Speaker:too, because I have the book the I have the adult version, the
Speaker:teenage version, and the kid version. So I have all 3. Yeah.
Speaker:So I agree with you. Those out. Yeah. Yeah. Yeah. Yeah. I'll go through
Speaker:kids will read any of the things that I recommend, but I'm definitely
Speaker:gonna check it So But they're great books.
Speaker:Yeah. They are. So, Orville, thank you so much. I mean, this has been, you
Speaker:know, a a great Time well spent. I mean, you've
Speaker:been, generous with your, you know,
Speaker:content and your advice, and And I think, you know, what
Speaker:I really like about you is that you're very authentic and real when
Speaker:when when we're working together, And, and I know
Speaker:that's what people will come to, experience
Speaker:when they reach out to you as well. And, You know, again, if you're
Speaker:still listening to us, link is right beneath this video. Go book a
Speaker:a a time to speak with Orville. And, You
Speaker:know, whether you end up working together or not, there's gonna be some great insights
Speaker:from a a a very, I would say, generous
Speaker:and kind and giving man, who can help you,
Speaker:in so many ways. So as we bring
Speaker:this episode to a close, Orville, I just wanna, again, say thank you.
Speaker:And, if you had, any last words of wisdom
Speaker:or piece of advice for our listeners as we end this episode?
Speaker:Well, 1 the the last thing I would wanna
Speaker:say is just to, just to be, so self
Speaker:aware That you become even more
Speaker:authentic with your team. Understand that leadership is
Speaker:not A one stop shop. It's a journey.
Speaker:Embrace it, and embrace it with humility. So I I
Speaker:love working with leaders. I love working with teams, and I look
Speaker:forward to hearing from you, you know, both that call, and then we can
Speaker:have a conversation in how we can Make you make
Speaker:you and your team better. Excellent. Well, let's make
Speaker:you and your team better. I think excellent words to end this episode by.
Speaker:So thank you to our audience. Thank you, Orville. And
Speaker:I just wanna say, you know, make sure that this has been time well spent
Speaker:for you. Go ahead and take something that you learned here today
Speaker:and take action on it today. Maybe it's some of the
Speaker:Advice that Orville has shared, maybe it's just to book a call with him.
Speaker:Do something. Take some positive action towards the outcome that
Speaker:you you, that you want. And remember, keep moving
Speaker:forward despite the things that happen, and you might just
Speaker:be one Good collaboration or partnership away from,
Speaker:you know, the results and the outcome that you wanna, generate,
Speaker:and and that's really why we do this. So in the meantime, thank
Speaker:you, and, be sure to check out our future episodes.
Speaker:And, have a great Time and,
Speaker:keep moving forward, everybody. Thank you. Thank you so much for, having
Speaker:me.
