March 11, 2025

Why the Best Leaders Ignore the Norms

Why the Best Leaders Ignore the Norms

Success often goes beyond technical skills and credentials. In this episode, Divya Parekh engages with Laura Chevalier, a seasoned growth leader with 25 years of experience, to uncover the deeper qualities that fuel career advancement. As a mom and...

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Success often goes beyond technical skills and credentials. In this episode, Divya Parekh engages with Laura Chevalier, a seasoned growth leader with 25 years of experience, to uncover the deeper qualities that fuel career advancement. As a mom and military spouse known for building high-performing teams with exceptional retention, Laura shares insights on managing competing priorities, solving complex problems, and staying intrinsically motivated.

Beyond Confidence is broadcast live Tuesdays at 10AM ET on W4WN Radio - Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Beyond Confidence TV Show is viewed on Talk 4 TV (www.talk4tv.com).

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WEBVTT

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The topics and opinions expressed on the following show are

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solely those of the hosts and their guests, and not

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those of W four WN Radio It's employees or affiliates.

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We make no recommendations or endorsement for radio show programs, services,

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explicit or implied shall be extended to W four WN

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be directed to those show hosts. Thank you for choosing

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W four WN Radio.

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This is Beyond Confidence with your host d W Park.

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Do you want to live a more fulfilling life? Do

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you want to live your legacy and achieve your personal, professional,

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and financial goals? Well? Coming up on Dvaparks Beyond Confidence,

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you will hear real stories of leaders, entrepreneurs, and achievers

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who have steps into discomfort, shattered their status quo, and

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are living the life they want. You will learn how

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relationships are the key to achieving your aspirations and financial goals.

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Moving your career business forward does not have to happen

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at the expense of your personal or family life or

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vice versa. Learn more at www dot Divpork dot com

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and you can connect with Diva ants Contact Dants divpark

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dot com. This is beyond confidence and now here's your host,

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div Park.

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Good morning listeners, It's Tuesday morning, and I'm thrilled to

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be here with you because I get to be in

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your presence and spend time with you. So I want

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to share that kind of story. One of our audience

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sent it out to us, Nicola. So Nicola, I want

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to give you a huge, huge shout out. So Nicola

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was just kind of walking by in her neighborhood and

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then she saw a mom just kind of like you know,

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struggling like her to older younger kids like probably around

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like five and three. They were throwing you know, they

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were hungry, tired, sleepy, don't know, but they were like,

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you know, crying and then she's trying to get the

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baby seed out. So what Nicola did was just kind

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of picked up a couple of sticks and sat down

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and like you know, she was like, oh, do you

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see this rock? Do you see this? So she engaged

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those kids and mom was able to get out the

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baby and so it is just amazing, like Mom just

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hurt hugged Nicola and said thank you, and then they

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went inside. And so here's the beauty that when you

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keep that kind of circle going. So even though Nicola

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did not know who her neighbor was, but just extending

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that kindness goes long ways, and now she is friends

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with them. So I invite you to spend one hour

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of your time every month spreading the kind of circle.

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It can be five minutes here, one second here, one

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smile here, one smile there. And I want to thank

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each and every one of you who have got her box,

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because I will tell you, like our books, will make

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a difference, and it goes three ways. One, you're helping

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me spread the message, helping you help yourself. And then

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we also give partial proceeds to keywoo dot org to

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entrepreneurs because entrepreneurs are special. Let's get into today's conversation.

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Let's bring in our guest. Welcome Laura.

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Good to see you.

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Good to see you as well. So share with us

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if you recall a moment from your childhood or youth

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where a person or situation left a positive mark on you.

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So I had a ton of great coaches and mentors

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and people that have guided me throughout my life. One

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of the individuals that I think had just a tremendous

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impact during my upbringing and then definitely as I kind

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of got into adulthood in my career is Scott Taylor.

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He is a family friend and godfather to my little sister.

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He was an entrepreneur himself, and so he built and

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developed an incredible tech company, and throughout that time it

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was interesting, I think, very early on before it became

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kind of common nomenclature, everyone described him as a servant leader,

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that he was always someone to give back and always

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send one to lend welcoming hand or kind words and

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support those around him. And so definitely throughout my playing

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career and as I went into college and as I

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started kind of my work career, he was always there

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to just be a sounding board to provide coach coaching encouragement.

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He definitely was somebody who said, you know, the sky's

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the limit, right, set some goals and expectations and see

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what you're capable of. So he was definitely kind of

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you know, and has been and continues to be kind

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of consistent in my life. I think there's so many

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different coaches that each bring their own little facet of

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what they do. I think it's an interesting dynamic that

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you know, as you kind of curate your ecosystem and

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the people you surround yourself, your goal should be to

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take anything you can from the people around you. So

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I think probably list every soccer coach I've had in

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talk or skill set that they've bestowed upon me. So

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a lot of people in my life that I think

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continue and have always said. You know, you're capable of

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whatever you know you want to do, you just have

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to put your time, effort, and energy behind it.

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Yes, oh, you said something very powerful. Surround yourself with

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someone who's part who can uplift you. And even if

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it is not the way I've seen it is that

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even if a person has their own quirks, which we

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all do, every person has something that we can learn from.

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It's up to us. It's our choice. And as you mentioned,

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you can learn things from anybody surrounding from you. So

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that's a really powerful perspective to have. So as you

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grew up, it sounds like you know, you were playing

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soccer and all of that.

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What were your main interests so interestingly off very early on,

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I would say in high school in early college. I

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whether it's just the dynamic of circumstance, whether it was exposure.

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You know, I had probably very high goals in terms

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of athletics and soccer. I think I don't know that

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I really had a ton of career ambitions. I think

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whether that was circumstances of where I was growing up

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or just kind of the dynamics. I came out of

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college thinking I was going to teach second grade for

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my entire life. So my undergraduate degrees in teaching. I

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was very lucky that I get extra years of eligibility

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to pay for a master's degree. But even still, when

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I came out of college, my initial kind of goal was,

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you know, my parents, being you know, very philanthropic and

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involved in different things, kind of said go get a

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job that's something you're passionate about and you enjoy. Right,

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That was kind of the goals at that time. And

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I came out and taught. And it wasn't until probably

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my second year or my third year of teaching that

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I realized, Wow, I'm more competitive than I than I

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realized growing up. I was an advice to do it,

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and now that I don't have that outlet, I have

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to find other ways and opportunities to really challenge myself.

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I don't know that I would have said in high school, Wow,

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I'm smarter than I thought I was, and I can

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learn at a fast rate, and I'm really outgoing or

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you know, a strong, you know, time manager and organized,

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you know individual. I don't know that I would have

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come out in my twenties and ever been able to

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do articulate here's my strengths as a human. I would

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have been able to describe a bunch of ways I

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spend my time. But I think it definitely took into

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my thirties to really realize, Okay, wait a minute, I'm

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capable of more than I thought I was.

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And that's a powerful insight to have. So so many times,

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as you mentioned that, it takes us time to find

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our way through what we are capable of, what are

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our true passion and you know, where do we want

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our lives to go? So gen Z is already in

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workforce and you have gone through several different careers in

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your life. Define the norms? What would you tell that

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gen Z generation while they're in their twenties currently, Like,

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what could they do differently so that they don't have

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to wait till they're in thirties to direct the.

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Guidance absolutely, you know, I tell people all the time,

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figure out, really hone in on what you're good at.

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And I know that sounds very simple, but I think

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we get stuck too often at very high level superficial

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taglines or tag words.

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Right.

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We talk about all the time that people say they're

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a good communicator. Everyone on my team is an exceptional communicator,

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but they all have very different strengths and how that

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comes to the table. We have some people that are

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very articulate and very clear and concise, their nomenclature, the

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vernacular is really strong. We have other people that come

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across as very empathetic and engaging, and so because of

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it they can get in from and collect information from others.

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But even the skill of taking a very complex topic

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and making it easy for people to understand is really

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the underlying aspect of being a strong communicator.

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Right.

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I think I'm a storyteller, so I am an open book.

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I share stories all the time. That is kind of

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my facet within being a strong communicator. And I think

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what our young people need to do is really kind

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of dissect and have some self reflection to say, what

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do I think are really my best assets, my best astributes,

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my best skills, how can I develop and home those?

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And then I think that the opposite is really dissect

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your biggest weaknesses. Right, So I'm very transparent, and I

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had the opportunity to do some three sixties in my

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thirties where I knew my weaknesses or I knew what

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I thought my weaknesses are. But having somebody else really

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articulate them to you helps, and that's a fraighting experience.

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I think there's sometimes all too often in our early

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career we are too concerned about getting negative feedback. We

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are too concerned about telling us everything that we could

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improve upon. And I think the complete opposite now, right,

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you should lean in on where your weaknesses are so

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you can improve on those, or hone on those, or

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quite frankly, find people around you that can balance you out.

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So if you are not going to be good at

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one aspect of you know, for example, in my career

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in the consulting space, if there's something I need support

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on from a technical perspective or it's outside of my depth,

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then every call or engagement or interaction I'm going to

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make somebody and sure we have somebody from the provolest

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team on that call to balance out where my strengths

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and weaknesses are on our team in general, like our

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direct team. If you look at the personalities of each

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of our resources and each of our individuals, and each

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of my teammates Kayla and Sam and Shay and Ryan,

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couldn't be further personalities from each other and further from me.

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And that brings kind of a very dynamic, engageing opportunity

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to grow as an individual because you're constantly learning from

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those people and rounding out your weaknesses definitely.

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And here's the thing. So many times we are so

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positivity driven that we forget that it's important to know

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our shortcomings as well, and these are how we label them.

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Sometimes what happens is, so I'm just gonna share, Like recently,

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what happened with one of my clients. He was given

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constructive feedback because nowadays, you know, people can be a

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little bit sensitive about criticisms. Like let's drop the word

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criticism and say, okay, constructive feedback. And he's like, oh, gosh,

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I did not know this. This I was blindsided. So

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we took, like, you know, a moment, and then he realized, oh,

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this can be a strength in certain circumstances, and it

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can be so for example, like he's in sales, so

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when he is he has salespeople will have to be

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a little assertive and aggressive and doing the follow up,

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so it becomes a strength there. But you're doing the

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same thing with your younger gen Z, it doesn't work.

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So then he realized he had this insight all on

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his own. Oh, it can be a strength, it can

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be a weakness. So what you're saying is that knowing

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your assets there it is it's important to lean into it.

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And you have leaned into your life multiple places, so

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you have changed multiple careers. Can you walk us down

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that path? Yeah?

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Absolutely, So, as I shared, I came out of college

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and I had a job offer before I graduated, so

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I took it, which was teaching second grade. And while

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I was teaching, I think realized, Okay, I need something else.

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I have this fix on the side that I need

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to really feel this you know, competitive dynamic and challenge myself.

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And so I started at the time, which was in

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a different league that exists today, but was a pro

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women's soccer team. That team did incredibly well and had

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a great kind of you know launch. We got sponsors

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and donors and made money our first year, which is

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unheard of, and by kind of, I say, the grace

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of God, I ended up getting invited to present to

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what was the larger league that owned a mix of

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teams men's, women's, different levels, the USL and presented and

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was offered an opportunity at that point in time to

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leave my teaching and my team in Detroit and come

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and run the team in Atlanta. And it was an

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interesting dynamic because it was a massively of faith. I

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say all the time that I had no family, no friends,

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nobody had left kind of the greater Michigan area, and

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I was going into a town that I knew nobody

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in a field that I had done kind of on

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the side. And so it took a lot of trust,

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I say, from from Boris and John and the owners

249
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and the individuals at that time that kind of said, hey,

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we're going to take a chance on you. That opportunity

251
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was like a critical life decision because in that environment

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I was given a certain amount of money and they said,

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go build this and present to us every quarter in

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terms of how you're doing and how the team's doing.

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That really enhanced my ability to say, Okay, what do

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I know about finances? And what are I do know

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about marketing? And what do I know about operating a business?

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And all of these different aspects that I think gave

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me carte blanche to really hone so many different facets

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of what I didn't know about myself at the time.

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After that, in my thirties, it became pragmatic to say,

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how am I still going to do this and work

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till two in the morning and travel thirty weeks a

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year and physically be pregnant and have a child? How

265
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is this possible? And another door opened where my aunt

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ran into someone she hadn't seen in years, Dev Dean.

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And Dev had been traveling to Atlanta all the time,

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and my aunt kind of offhand said you should go

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see my niece. And we met for coffee, and after

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forty five minutes, she said, I'm going to are you

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and you're going to come work for me? And I

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remember chuckling because I had no idea what she did.

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I didn't know I love the consultant space. I couldn't

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even pronounce the company name, which was Spearan at the time,

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and she said, that's okay. I I'm going to teach

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you everything you need to know, and she did, and

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I joined that organization really as a corporate green beam.

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I had no idea about the staffing, consulting, light industrial finance,

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and accounting, all the things that kind of came with

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that consulting aspect, and kind of did that for for

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several years. The company was acquired by Ronstad, stayed and

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then decided to make a change again at that point

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in time. It's interesting if you think about it, and

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everyone in the company knows the story, but our company

285
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was founded by, you know, two couples, and Todd Black

286
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and Michael Winwood kind of were the two core founders,

287
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and I had worked with them at spheren A Ronstad

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and they said, Hey, what are your thoughts about coming

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into the IT space. We joke that at the first

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dinner where we all sat down, they literally Todd literally

291
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said to me, I really don't know if you can

292
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do this job, because I'd never sold before. And he said,

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I don't know if you can do it, but I

294
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know you'll put in the time up for an energy

295
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and you'll represent our brand well, so you know, let's

296
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see if we can make this happen. And so now

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I've been here twelve years, I've held a multitude of hats,

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so helped our optimy organization on the consulting side, helped

299
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launch our organization on the managed services side. And it's

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the longest run I've ever had with a company. And

301
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so everyone asked me, right, how did you stay after

302
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making a change every five years? And I think what

303
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I've been offered here is an opportunity to dynamically evolve

304
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as our company has evolved. So what I was doing

305
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five years ago is very different than what I'm doing today.

306
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And that dynamic has allowed me to continue to challenge

307
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myself and be engaged and meet new people and continue

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to grow.

309
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And so a couple of questions come to my mind

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from the story that you have told us and your

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journey phenomenal journey. One actually several questions you mentioned about

312
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being pregnant and having kids, and you were traveling at

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that time. So a lot of women who are in

314
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this place where they face I'm going to kind of

315
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go back to that word, like you know, and we

316
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shouldn't shy away from it because it's like criticism, like

317
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you know, because these are societal nons. There are certain

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expectations for women, Oh you got to do this, you

319
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got to do that, and that goes for men as well.

320
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So when we lean into it, I mean, these are

321
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just words. Let's drop the words. They feel guilty that,

322
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oh how can I have a career, and like you know,

323
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they're stretched and torn like so being there myself, I

324
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know the feeling. How can I balance both being a

325
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mom and also having that career? Am I doing enough

326
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for both? So tell us, like, how did you pass

327
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your phase throughout that time?

328
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Yeah? Well, first and foremost, I think it's kind of

329
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ironic that when I left the sports space to travel less,

330
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I ended up volving quickly into a role where I

331
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was flying every day with spear and a roundstad so

332
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that travel never actually went away. I have consistently traveled

333
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with with you know, provels in the organization, helping us,

334
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you know, build our role centers. I think what I

335
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found is a couple of things. One, I bring the

336
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kids in and my family is involved in a lot

337
00:18:33.319 --> 00:18:36.240
of everything that I do. So my kids traveled with

338
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me extensively. They I found babysitters in different markets to

339
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make it work. They went on site at clients for

340
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every single kid's career day, and when we did things

341
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at work that I could integrate them in, they came.

342
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So everyone on the team knows that during the holidays

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for provals, we have a lot of our leaders that

344
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will travel for two or three weeks. We'll do everything

345
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we can to make every holiday party. And so one

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great intremendous opportunity that my kids authentically remember is we

347
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ended up doing it as a road trip a couple

348
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of years ago, and we drove literally from every single

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location over a fifteen day period, traveled six thousand miles,

350
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hit all these volunteer events and holiday parties and what

351
00:19:21.559 --> 00:19:24.799
have you. Where that comes into plane now is when

352
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I have to travel for work or when I'm working late,

353
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they actually have a connection to what we're doing. So

354
00:19:31.680 --> 00:19:35.440
they will say, oh, is that team going into Jasper?

355
00:19:35.880 --> 00:19:38.880
Is that team? Is Amy going to be on that team,

356
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or is you know so Joe going to support that team,

357
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or who's going to be on it. They know who

358
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I work with, they have met them, they hang out

359
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with them. The sales team to kick off the year

360
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came and stayed in my house in January, and yes,

361
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that means they had dinner with my family and we

362
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hung out, and the same goes kind of vice versa.

363
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So we have people on a team obviously that our moms,

364
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and we know their kids and we're involved, and we

365
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visit their houses when we're in market. So I think

366
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I made a very early decision to say, I'm not

367
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going to shy away from the fact that I'm a

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working mom. I am going to lean into it. My

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kids are going to know what I do. I am

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going to be open and honest with them when there

371
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are conflicts or issues or things that I'm going to miss,

372
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but they're also going to know why it matters to me.

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And I think I'm very lucky in the fact that

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I know what we're doing is having an impact. We're

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helping rebuild rural communities, we're almost sixty percent women, we're

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sixty five percent military families. We are having an impact

377
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in the world, and so it does make it a

378
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lot easier to say, this is what I want to do,

379
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this is why it matters, this is why it should

380
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matter to you. The other dynamic I think that is

381
00:20:45.079 --> 00:20:47.920
interesting is deciding what is a parity of what you

382
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can and can't miss. So I have never missed, for example,

383
00:20:51.759 --> 00:20:54.920
a medical appointment for one of my daughters. She has

384
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a series of rare diseases in dynamics, and I will

385
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not miss an appointment at all costs, period hard stop.

386
00:21:03.359 --> 00:21:06.039
So I will change schedules, I will change flights, I

387
00:21:06.079 --> 00:21:08.079
will leave at four o'clock in the morning if I

388
00:21:08.160 --> 00:21:10.720
have to and take a red eye back, but at

389
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all costs, I will not miss for medical appointments. And

390
00:21:13.200 --> 00:21:16.359
I think also as your kids get older, setting what

391
00:21:16.519 --> 00:21:19.720
those boundaries are for them and for you is a

392
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critical critical aspect of what is a hard stop you

393
00:21:23.240 --> 00:21:25.039
have to be there and what do you have more

394
00:21:25.079 --> 00:21:29.759
flexibility on. Meaning if my kids have both now soccer

395
00:21:29.759 --> 00:21:32.559
and gymnastics practice, me traveling on the nights, their training

396
00:21:32.599 --> 00:21:34.160
aren't a big deal because they're not going to be

397
00:21:34.200 --> 00:21:37.359
hung either. So being chancious to some of those aspects

398
00:21:37.400 --> 00:21:37.799
for sure.

399
00:21:38.680 --> 00:21:42.680
Yeah, Now, thank you for sharing that, because as women,

400
00:21:42.960 --> 00:21:45.720
we do have a lot of and it's nature and

401
00:21:45.759 --> 00:21:49.240
it's awesome, Like you know, we come with naturally packed

402
00:21:49.400 --> 00:21:58.039
empathy and nurturing and all that. So I'm very very

403
00:21:58.079 --> 00:22:01.279
happy to be a woman because nature heads provided us

404
00:22:01.400 --> 00:22:03.960
very a lot of things. And so again leaning into

405
00:22:04.000 --> 00:22:07.000
it can make a huge, huge difference to as to

406
00:22:07.039 --> 00:22:11.960
how we approach life and approach the careers. So as

407
00:22:12.000 --> 00:22:14.559
you kind of move through it, a lot of questions

408
00:22:14.559 --> 00:22:16.160
that come in as like, oh, if you've been in

409
00:22:16.200 --> 00:22:19.039
a career for four or five years, you can change it.

410
00:22:20.359 --> 00:22:24.039
So how can people first of all challenge that norm

411
00:22:24.079 --> 00:22:26.839
that like, oh I cannot change careers? And then secondly,

412
00:22:26.960 --> 00:22:29.519
how can the build a brand and leadership style throughout

413
00:22:29.559 --> 00:22:29.960
all of this?

414
00:22:31.599 --> 00:22:34.559
Yeah, So I think in terms of changing careers, it

415
00:22:34.640 --> 00:22:36.720
first and foremost is understanding what you're good at, what

416
00:22:36.759 --> 00:22:39.440
your strengths and weaknesses are, and then if you want

417
00:22:39.480 --> 00:22:42.119
to make a pivot, taking some time, effort, and energy

418
00:22:42.160 --> 00:22:44.759
to actually hone or advance your knowledge in the space.

419
00:22:45.279 --> 00:22:47.720
So I have to be honest. When I shifted from

420
00:22:47.759 --> 00:22:51.799
our consulting, you know, offering the optomy into probalance in

421
00:22:51.839 --> 00:22:54.400
the managed service space, I didn't have a lot of

422
00:22:54.440 --> 00:22:57.799
knowledge at that time, but I made the commitment to say, Okay,

423
00:22:57.799 --> 00:23:00.599
I'm going to watch and consume everything I can line.

424
00:23:00.880 --> 00:23:03.400
I'm going to go to every single video and every

425
00:23:03.440 --> 00:23:05.759
single book and see what I can you know, parse

426
00:23:05.839 --> 00:23:09.400
of information to build my knowledge over time. I still

427
00:23:09.400 --> 00:23:12.039
to this day, when we present customers on a subject

428
00:23:12.039 --> 00:23:14.480
matter or area that I don't have any knowledge in,

429
00:23:14.799 --> 00:23:16.319
I see them as the expert and I'm going to

430
00:23:16.319 --> 00:23:18.920
ask a lot of questions to procure that information. So

431
00:23:19.039 --> 00:23:21.799
first and foremost, you have to be willing to learn,

432
00:23:22.359 --> 00:23:24.519
and you have to know and acknowledge. Hey, here's what

433
00:23:24.599 --> 00:23:26.480
I need to you know, advance in terms of skill

434
00:23:26.519 --> 00:23:29.079
sets in order to go into that area. Meaning if

435
00:23:29.119 --> 00:23:31.160
you're a salesperson and you all of a sudden want

436
00:23:31.160 --> 00:23:34.599
to go into an operational element. Is that operational element

437
00:23:35.359 --> 00:23:38.599
regarding process and project management skills? Do you need to

438
00:23:38.640 --> 00:23:40.920
develop financial skills? Do you need to run a P

439
00:23:41.000 --> 00:23:44.079
and L? What does that look like when you're going

440
00:23:44.119 --> 00:23:46.559
for company to company? You know, I always say you

441
00:23:46.640 --> 00:23:48.599
need to do your research, you know, meet as many

442
00:23:48.640 --> 00:23:50.880
people as you can, interview as many people as you can.

443
00:23:51.480 --> 00:23:54.920
Just because you applied for a job and you're set

444
00:23:55.000 --> 00:23:56.839
up for an interview doesn't mean you can't go on

445
00:23:56.920 --> 00:23:59.799
LinkedIn and find ten people in your area or your community,

446
00:24:00.079 --> 00:24:02.319
your network and say, hey, I see you work for

447
00:24:02.359 --> 00:24:04.880
this company. I'm interviewing with them. Are you willing to

448
00:24:04.920 --> 00:24:06.400
have coffee with me to share a little bit of

449
00:24:06.440 --> 00:24:09.119
an insight in terms of what the environment is, look,

450
00:24:09.240 --> 00:24:12.039
what is the culture like, what is the management style like?

451
00:24:12.480 --> 00:24:15.759
I think being informed is absolutely critical in making any

452
00:24:15.799 --> 00:24:18.000
career move. And I think the last thing is is

453
00:24:18.079 --> 00:24:21.240
know what you're willing to sacrifice and what you're not people.

454
00:24:21.519 --> 00:24:24.480
We always talk about this, make critical decisions like this,

455
00:24:24.599 --> 00:24:28.680
sometimes for title, sometimes for compensation. We have all these

456
00:24:28.720 --> 00:24:31.480
acronyms in the company in terms of you know location,

457
00:24:31.799 --> 00:24:34.240
you know why you're making a move, know what your

458
00:24:34.240 --> 00:24:36.880
stack ranking is in terms of priorities before you go

459
00:24:36.960 --> 00:24:39.640
looking for a job. If you're just looking for a

460
00:24:39.720 --> 00:24:43.480
job for compensation, change, that is a very very tight

461
00:24:43.599 --> 00:24:46.119
needle to thread. If you're looking for it to grow

462
00:24:46.160 --> 00:24:49.160
as an individual or expand your knowledge or expand your

463
00:24:49.480 --> 00:24:54.680
leadership capabilities, that is something dynamically different. On the leadership side,

464
00:24:54.799 --> 00:24:57.359
I will say I think the biggest thing I've learned

465
00:24:57.400 --> 00:25:00.960
over the years is your style has to be adaptable,

466
00:25:01.839 --> 00:25:05.119
Meaning your leadership style with some individuals on your team

467
00:25:05.279 --> 00:25:08.640
may be entirely different than early talent or people kind

468
00:25:08.680 --> 00:25:13.599
of starting their career. What in how you engage folks

469
00:25:13.640 --> 00:25:16.000
and how you build that level of trust and relationship

470
00:25:16.440 --> 00:25:19.079
is something that you have to develop over time, and

471
00:25:19.359 --> 00:25:22.599
it is constantly evolving based on your environment. But I

472
00:25:22.640 --> 00:25:26.319
think initially when I probably read and researched a lot

473
00:25:26.359 --> 00:25:28.519
in my twenties and thirties about what it means to

474
00:25:28.559 --> 00:25:31.279
be a good leader. A lot of times, you know,

475
00:25:31.319 --> 00:25:34.400
they try and say, well, you're either servant minded or

476
00:25:34.440 --> 00:25:37.720
you're very I think on the disk scale, right, you're

477
00:25:37.839 --> 00:25:41.680
very data driven, or you're very This in my metel

478
00:25:41.799 --> 00:25:43.480
is kind of evolved like why can I be all

479
00:25:43.480 --> 00:25:46.359
of it? And why can't I? Based on the environment,

480
00:25:47.079 --> 00:25:50.599
And so that leadership style will evolve with you, but

481
00:25:50.640 --> 00:25:54.559
it'll also evolve within your job and within your corporate

482
00:25:54.880 --> 00:25:58.039
construct and within that environment based on what the cultural

483
00:25:58.039 --> 00:26:01.319
norms are. And a company today where you know we

484
00:26:01.400 --> 00:26:03.640
talk about and provol us, we're a big Italian family,

485
00:26:03.720 --> 00:26:07.319
and we will there's no hierarchy that matters, and we

486
00:26:07.359 --> 00:26:09.240
will call each other out and we will demand a

487
00:26:09.279 --> 00:26:11.240
lot from each other, and we want to make a

488
00:26:11.279 --> 00:26:15.599
profound impact as quickly as we can. That is normal

489
00:26:15.640 --> 00:26:18.920
to our environment, and that is okay. That might not

490
00:26:19.039 --> 00:26:21.440
be normal to a like for light company in the

491
00:26:21.519 --> 00:26:24.119
same space and the same industry doing the same thing.

492
00:26:24.759 --> 00:26:27.880
Their corporate norm of how you engage and how you

493
00:26:27.920 --> 00:26:31.480
interact with leadership and how leadership interacts with team members

494
00:26:31.799 --> 00:26:33.200
may be dynamically different.

495
00:26:34.839 --> 00:26:39.160
Yeah, definitely, And I love what you said that. You know,

496
00:26:39.279 --> 00:26:42.759
it is our family and you know we push each other.

497
00:26:42.839 --> 00:26:45.400
So you have resen in the ranks to become the

498
00:26:45.480 --> 00:26:49.480
chief growth officer of Provelus. Not sure if I'm pro

499
00:26:49.559 --> 00:26:50.759
pronouncing the name correctly.

500
00:26:51.400 --> 00:26:53.839
Everybody does it right, everybody doesn't do it right for

501
00:26:53.880 --> 00:26:54.400
the first time.

502
00:26:54.720 --> 00:26:59.160
Yeah, Oh, so tell us about that journey and tell us,

503
00:26:59.160 --> 00:27:02.160
you know, because you had said something in our earlier

504
00:27:02.200 --> 00:27:06.599
conversation mission with the margin, So tell us about that

505
00:27:06.720 --> 00:27:08.960
and like, you know, how your company is making a difference,

506
00:27:09.039 --> 00:27:10.759
how you're part of that social impact.

507
00:27:11.160 --> 00:27:12.279
Would love to learn about that.

508
00:27:12.720 --> 00:27:17.359
Yeah. Absolutely so. When we launched Provalis, which stands for

509
00:27:17.559 --> 00:27:21.759
Providing Value from the US, the mission initially was pretty simple, right,

510
00:27:21.880 --> 00:27:26.599
go into rural communities and build u ass delivery centers

511
00:27:26.640 --> 00:27:31.480
that support BPO and ITO and support kind of companies

512
00:27:31.559 --> 00:27:34.799
you know in country that there's this incredible talent pool

513
00:27:34.880 --> 00:27:36.839
right here in the United States that is being under

514
00:27:36.920 --> 00:27:40.160
leverage because they might not have high speed internet or

515
00:27:40.160 --> 00:27:42.440
fiber as we know, you know, depending on the stat

516
00:27:42.519 --> 00:27:44.839
fifty to eighty million Americans are still waiting for that

517
00:27:44.920 --> 00:27:47.759
to be run for their home. And you also did

518
00:27:47.799 --> 00:27:50.519
not build that. Yeah, you also have all these military

519
00:27:50.559 --> 00:27:55.119
based communities. So you have these, you know, communities where

520
00:27:55.119 --> 00:27:58.160
you have transitioning veterans, you have military spouses, you have

521
00:27:58.200 --> 00:28:01.920
family members that are in these communities that once they

522
00:28:02.000 --> 00:28:04.319
exit kind of their terms of service, they might not

523
00:28:04.480 --> 00:28:06.599
want to relocate again. They might want to stay in

524
00:28:06.640 --> 00:28:08.960
that community and stay close to their team and close

525
00:28:09.000 --> 00:28:11.160
to the VA and that community and all of those things.

526
00:28:11.759 --> 00:28:14.160
And so I think early on the mindset was pretty simple,

527
00:28:14.240 --> 00:28:17.240
We're going to find these communities, we partner with governors,

528
00:28:17.960 --> 00:28:20.440
not going to have development to really identify the best

529
00:28:20.440 --> 00:28:23.440
and brightest kind of communities to go into. And that's

530
00:28:23.440 --> 00:28:26.480
really where we started. I think where we've evolved to

531
00:28:26.759 --> 00:28:31.759
now is recognizing just the incredible talent. Right you get

532
00:28:31.759 --> 00:28:34.759
individuals that come to us that want to build a career.

533
00:28:34.839 --> 00:28:37.079
They're not coming to us for you know, a job

534
00:28:37.279 --> 00:28:41.640
or a stop on their on their ladder as they

535
00:28:41.759 --> 00:28:44.599
as they you know, determine their path and life and

536
00:28:44.599 --> 00:28:46.880
what they want to accomplish. Like they're coming to us

537
00:28:47.160 --> 00:28:52.319
for a life career path. And that dynamic is profound

538
00:28:52.400 --> 00:28:54.599
because we get, you know, a couple hundred people in

539
00:28:54.599 --> 00:28:57.759
a community that not only are invested in us and

540
00:28:57.839 --> 00:29:00.880
the customer, but also each other. So we get an

541
00:29:00.880 --> 00:29:04.759
incredible team dynamic where everyone works together at a site

542
00:29:04.880 --> 00:29:07.640
and so they're all sitting together, but they're invested in

543
00:29:07.680 --> 00:29:10.119
each other very quickly. And so I kind of say,

544
00:29:10.119 --> 00:29:14.160
our brand is our people. Our people are rural Americans

545
00:29:14.200 --> 00:29:19.279
and veterans and individuals that really, quite frankly, I think

546
00:29:19.799 --> 00:29:22.559
we've overlooked for too long and it's a great opportunity

547
00:29:22.599 --> 00:29:26.599
to go in and make an impact. So the dynamics

548
00:29:26.640 --> 00:29:28.920
are which is a really fun stat is that if

549
00:29:28.920 --> 00:29:31.279
we hire two hundred and three hundred people in a community,

550
00:29:31.920 --> 00:29:35.039
because of how much that money turns over and over

551
00:29:35.119 --> 00:29:37.799
again six to seven times before it leaves that town,

552
00:29:38.400 --> 00:29:40.559
when we hire even two hundred people, it can have

553
00:29:40.599 --> 00:29:45.039
a twenty million dollar impact on that community. And so

554
00:29:45.200 --> 00:29:48.440
that is money going into the schools, going into the infrastructure,

555
00:29:48.559 --> 00:29:50.559
and so in some of the towns we've been in

556
00:29:50.759 --> 00:29:53.400
for a couple of years now, it's just so exciting

557
00:29:53.440 --> 00:29:55.920
to go back and see that the local development and

558
00:29:56.000 --> 00:29:59.079
the way they've grown and expanded accordingly.

559
00:29:59.440 --> 00:30:03.920
Oh that because what a beautiful mission. Especially as you

560
00:30:03.960 --> 00:30:07.200
mentioned about your veterans. You know, we cannot do enough

561
00:30:07.200 --> 00:30:10.519
of them the freedom that we have, and I want

562
00:30:10.559 --> 00:30:14.400
to think all the veterans take this moment to thank

563
00:30:14.440 --> 00:30:16.640
them for all the you know, they put their lives

564
00:30:16.640 --> 00:30:19.599
on the lines, and not only that but their families.

565
00:30:19.599 --> 00:30:23.359
As you mentioned, they're moving around all the time, and

566
00:30:23.400 --> 00:30:27.279
the sacrifices they're making. So it's wonderful to hear that

567
00:30:27.319 --> 00:30:30.839
you're going out there taking care of our veterans. So

568
00:30:31.839 --> 00:30:36.119
very very inspiring. So one of the things you have

569
00:30:36.240 --> 00:30:41.599
mentioned is leaning into the weaknesses and leaning into your shortcomings.

570
00:30:42.160 --> 00:30:44.640
So what are one or two things that you have

571
00:30:44.880 --> 00:30:47.000
worked on yourself that have been the hardest.

572
00:30:48.720 --> 00:30:52.240
My heart is, for sure is I am, as you

573
00:30:52.279 --> 00:30:55.960
mentioned earlier as a you know, hard charging go getter.

574
00:30:56.119 --> 00:30:59.200
Is there are definitely times where I'm a bull and

575
00:30:59.240 --> 00:31:01.759
a China shot where I want to get things done

576
00:31:01.759 --> 00:31:03.599
and I want to get them done quickly, and I have,

577
00:31:03.720 --> 00:31:08.160
you know, a highly demanding, high expectation mentality, and I

578
00:31:08.160 --> 00:31:12.680
think there's time where that doesn't give other folks space

579
00:31:12.720 --> 00:31:15.799
an opportunity to grow right if I'm constantly you know,

580
00:31:15.839 --> 00:31:17.880
and I still do this today. So this is something

581
00:31:17.880 --> 00:31:20.079
I will say, I will self own that I'm still

582
00:31:20.119 --> 00:31:24.640
working on this, but that it doesn't necessarily give enough

583
00:31:24.759 --> 00:31:26.799
space for the people around you to grow.

584
00:31:27.000 --> 00:31:27.160
Right.

585
00:31:27.200 --> 00:31:29.799
If you're constantly holding the bat too tight as the

586
00:31:29.799 --> 00:31:32.640
saying goes, or commandeering the situation, whatever it may be,

587
00:31:33.319 --> 00:31:35.400
sometimes you don't give kind of the space for those

588
00:31:35.440 --> 00:31:38.319
around you in a good way. I have and we

589
00:31:38.440 --> 00:31:40.240
have a great team where now they just call me

590
00:31:40.279 --> 00:31:43.319
out on it when that happens, and they role and

591
00:31:43.359 --> 00:31:46.160
they say, okay, you know, let's move on and we're

592
00:31:46.160 --> 00:31:47.640
going to take this or we're going to own this.

593
00:31:47.920 --> 00:31:51.359
And they've all found kind of an opportunity where they

594
00:31:51.359 --> 00:31:54.880
can kind of carve out a niche and I release

595
00:31:54.920 --> 00:31:57.559
the bat and they own it. That has been one

596
00:31:57.559 --> 00:31:59.920
of most my most difficult things, partially because of my

597
00:32:00.119 --> 00:32:03.200
expectations for myself. Partially is because of what we have

598
00:32:03.240 --> 00:32:05.680
on the line, right. We need to be successful in

599
00:32:05.759 --> 00:32:08.599
order to put and keep these people and our teammates

600
00:32:08.599 --> 00:32:10.960
and our team members working, and so there's a lot

601
00:32:11.000 --> 00:32:13.440
of pressure that comes with it, and I think some

602
00:32:13.559 --> 00:32:16.680
of that desire to be too aggressive is because of

603
00:32:16.720 --> 00:32:21.119
those expectations. The second thing is, you know, generally speaking,

604
00:32:21.240 --> 00:32:25.480
I've always had a very empathetic dynamic. And you mentioned

605
00:32:25.519 --> 00:32:28.519
this earlier that there's sometimes people that are around you

606
00:32:28.640 --> 00:32:31.079
help you grow and lift you up and enable you.

607
00:32:31.200 --> 00:32:34.880
And then there's sometimes you're that person supporting. You're that

608
00:32:34.920 --> 00:32:38.599
person lifting them up and you know having them or

609
00:32:38.880 --> 00:32:42.039
you're their support system. And I think as I've gotten older,

610
00:32:42.079 --> 00:32:45.279
I've gotten more carefully conscientious about, you know, who is

611
00:32:45.319 --> 00:32:47.960
in my network, who are my trusted confidence, who are

612
00:32:48.000 --> 00:32:51.680
my friends? And do they reflect the value system that

613
00:32:51.799 --> 00:32:54.039
I want in my life, but that I also want

614
00:32:54.079 --> 00:32:56.839
my kids to see an experience. And some of that

615
00:32:57.000 --> 00:33:00.480
is is simple little things in terms of, you know,

616
00:33:00.519 --> 00:33:03.880
how they interact, how they manage their children when they're

617
00:33:03.920 --> 00:33:07.119
around you, or how they parent. Some of it is

618
00:33:07.160 --> 00:33:10.039
a bit more dynamic of saying, hey, what are your

619
00:33:10.119 --> 00:33:13.119
philosophical views on life? Right? I'm pretty open and honest

620
00:33:13.160 --> 00:33:15.880
on my faith. Most people in my life know that,

621
00:33:16.039 --> 00:33:19.640
and that's great, but there are certain dynamics where I

622
00:33:19.640 --> 00:33:22.960
feel like I have been more careful about really coveting

623
00:33:22.960 --> 00:33:26.559
the time in relationships. I'm developing around me to say,

624
00:33:26.599 --> 00:33:27.960
are they going to be there to support me when

625
00:33:28.000 --> 00:33:30.359
I need it? And is this a billanced relationship? And

626
00:33:30.440 --> 00:33:33.559
are they you know, really helping me do this walk

627
00:33:33.599 --> 00:33:34.640
in life so to speak.

628
00:33:38.000 --> 00:33:44.000
Yeah, balanced relationships, because it's important to have those. And

629
00:33:44.319 --> 00:33:47.599
what you mentioned about having that space that you have

630
00:33:47.680 --> 00:33:52.079
created for your team for calling each other out and balancing.

631
00:33:52.119 --> 00:33:54.640
So what I'm hearing is that both for your personal

632
00:33:54.720 --> 00:33:58.720
and professional life, that that balance is bouncing it off

633
00:33:59.079 --> 00:34:04.319
from one another. Now it can only go as far

634
00:34:06.039 --> 00:34:10.360
then other people are receptive too. So any thoughts you

635
00:34:10.440 --> 00:34:13.760
may have, any tips that sometimes you know, some people

636
00:34:13.760 --> 00:34:17.280
are not open, some people are. How you've created that space.

637
00:34:18.679 --> 00:34:21.519
Yeah, you know it's hard because I've actually had to

638
00:34:21.800 --> 00:34:25.239
just make some tough decisions to say, Okay, this isn't

639
00:34:25.239 --> 00:34:28.079
a relationship I should continue to keep investing in, or

640
00:34:28.239 --> 00:34:30.960
this isn't an individual that you know makes sense or

641
00:34:31.000 --> 00:34:34.280
aligns from an organizational perspective. You know, what I say

642
00:34:34.280 --> 00:34:37.880
all the time is you know, anytime you pass potentially

643
00:34:38.000 --> 00:34:41.480
or hit a crossroad in a relationship, whether that is

644
00:34:41.599 --> 00:34:45.679
work or personal, I think my mentality always is that

645
00:34:45.719 --> 00:34:48.039
person came into your life for a reason. You hired

646
00:34:48.079 --> 00:34:49.840
them for a reason, you brought them on the team

647
00:34:49.880 --> 00:34:52.719
for a reason, and you should treat it with that

648
00:34:52.880 --> 00:34:56.199
level of like empathy and character and quality of character

649
00:34:56.239 --> 00:34:58.880
when you embark on those discussions. I think one of,

650
00:34:59.199 --> 00:35:01.559
you know, the things I'm most proud of in our

651
00:35:01.679 --> 00:35:05.800
organization is, you know, we really haven't had any any resignations.

652
00:35:05.880 --> 00:35:06.079
Right.

653
00:35:06.239 --> 00:35:09.039
People come in because they believe in the mission, they're

654
00:35:09.039 --> 00:35:11.239
passionate about what we're doing, and we align fair and

655
00:35:11.280 --> 00:35:15.679
appropriate expectations. But when there is a mismatch, yeah, absolutely,

656
00:35:15.719 --> 00:35:19.239
we sit down and say, hey, this isn't working for

657
00:35:19.360 --> 00:35:21.360
all of these reasons, and I don't know that this

658
00:35:21.400 --> 00:35:23.239
is fulfilling to you, and I don't know that you're

659
00:35:23.280 --> 00:35:25.840
feeling success, and you know, how are we going to

660
00:35:25.880 --> 00:35:28.400
solve this? Either with kind of a structured plan to

661
00:35:28.400 --> 00:35:29.639
say here's what we're going to do to get this

662
00:35:29.679 --> 00:35:32.039
all on track, or you know, take the weekend and

663
00:35:32.199 --> 00:35:34.760
is this the right path for you? I think all

664
00:35:34.800 --> 00:35:39.800
too often we get so defensive in critical conversations or

665
00:35:39.800 --> 00:35:44.079
difficult conversations with people that we we forget just coming

666
00:35:44.119 --> 00:35:46.800
from a place of empathy of saying here's what I'm

667
00:35:46.840 --> 00:35:49.719
saying and failing, What are you sailing and seeing and feeling?

668
00:35:49.760 --> 00:35:51.480
And what are we going to do about it? And

669
00:35:51.559 --> 00:35:55.119
I think very in those conversations, it's very telling to

670
00:35:55.239 --> 00:35:58.320
see how they react and is that person willing to

671
00:35:58.360 --> 00:36:00.199
invest the time, effort, and energy. And I don't care

672
00:36:00.239 --> 00:36:02.880
if that's like a dating relationship, a marriage relationship, or

673
00:36:02.880 --> 00:36:07.199
friendship a colleague. Right, that open dialogue and just raw

674
00:36:07.239 --> 00:36:10.639
transparency and honesty, I think can tell you a lot

675
00:36:10.840 --> 00:36:13.159
to say. Is this something that we need to continue

676
00:36:13.199 --> 00:36:15.400
to work on an invest in or has this just

677
00:36:15.480 --> 00:36:17.320
kind of come to pass because you know, w'ere different

678
00:36:17.320 --> 00:36:20.280
people or things have changed, or you know, the expectations

679
00:36:20.320 --> 00:36:22.360
of what needs to be accomplished from work just aren't

680
00:36:22.360 --> 00:36:23.159
being accomplished.

681
00:36:24.079 --> 00:36:27.039
Yeah, so you're not letting things fester, because that's when

682
00:36:28.000 --> 00:36:30.760
a small wound can become a boil and then it

683
00:36:30.920 --> 00:36:33.000
borsh open and that's one of the worst things you

684
00:36:33.039 --> 00:36:36.679
want to happen. Now, what happens is so many times

685
00:36:36.719 --> 00:36:39.599
people don't make decisions. So when they're like when they're

686
00:36:39.599 --> 00:36:42.239
stuck in a job, they're feeling that you're feeling that

687
00:36:44.119 --> 00:36:50.320
excuse me, or having that critical difficult conversations. People don't

688
00:36:50.320 --> 00:36:53.480
do that because of fear. And then that fear could

689
00:36:53.519 --> 00:36:55.719
be that, oh what if that person doesn't like me?

690
00:36:56.039 --> 00:36:59.199
Or you know, what if this lends another way? Or

691
00:36:59.679 --> 00:37:02.159
what if I fail? So there's so many different fears.

692
00:37:02.800 --> 00:37:04.159
How can people lean into them?

693
00:37:05.599 --> 00:37:09.400
Yeah? The big fear factor, right, it's this underlying I

694
00:37:09.440 --> 00:37:13.800
think maybe the bigger driver than anything else in terms

695
00:37:13.800 --> 00:37:16.119
of ambition and goals and what have you, is fear.

696
00:37:16.199 --> 00:37:19.480
Fear of failure, fear of making the wrong choice, you know,

697
00:37:19.519 --> 00:37:21.920
fear of the outcome, you know, I think one of

698
00:37:21.960 --> 00:37:24.360
the things. And it's funny I talk about this with

699
00:37:24.440 --> 00:37:26.800
my kids a lot of saying, you know, what is

700
00:37:26.840 --> 00:37:29.280
the worst case scenario? And can you live with the

701
00:37:29.280 --> 00:37:30.079
worst case scenario?

702
00:37:30.239 --> 00:37:30.400
Right?

703
00:37:30.880 --> 00:37:33.360
If the worst case scenario this relationship is going to end,

704
00:37:33.440 --> 00:37:35.320
or you're going to lose this friendship, or you're going

705
00:37:35.400 --> 00:37:38.599
to fail, what are the consequences? Really? Take it a

706
00:37:38.639 --> 00:37:42.760
step further, right, you you lose this friendship or you

707
00:37:42.880 --> 00:37:45.800
lose this In our ecosystem, we don't perform for a customer, right,

708
00:37:45.840 --> 00:37:48.239
and we lose a customer? You know, can I still

709
00:37:48.280 --> 00:37:49.079
wake up tomorrow?

710
00:37:49.199 --> 00:37:49.400
Right?

711
00:37:49.559 --> 00:37:51.320
Is my day still going to function? What can I

712
00:37:51.360 --> 00:37:54.119
do to rebuild their relationship and what does that look like.

713
00:37:54.679 --> 00:37:59.199
I think dissecting what is driving your fear in what

714
00:37:59.280 --> 00:38:03.079
the real risk is is probably the most critical skill

715
00:38:03.119 --> 00:38:07.599
in making those difficult discussions viable, right because if you

716
00:38:07.679 --> 00:38:10.519
come in with a bunch of anxiety or anger or

717
00:38:10.559 --> 00:38:14.440
frustration or resentment, then is the other person really going

718
00:38:14.440 --> 00:38:15.880
to hear what you're saying or are they just going

719
00:38:15.880 --> 00:38:20.079
to see that anxiety, frustration, anger and resentment. And so

720
00:38:20.320 --> 00:38:23.960
I think getting your mind space right to say, Okay,

721
00:38:24.000 --> 00:38:26.199
what am I fearful of based on the outcomes here,

722
00:38:26.559 --> 00:38:29.039
what are the potential best and worst case scenarios? What

723
00:38:29.079 --> 00:38:31.159
would I do with the worst case scenario, and how

724
00:38:31.199 --> 00:38:33.599
would I kind of recover from it or what would

725
00:38:33.599 --> 00:38:36.639
be the outcome? And then going from there. I have

726
00:38:36.760 --> 00:38:39.480
had some really great things happened in my life, and

727
00:38:39.519 --> 00:38:42.400
I've had some really terrible things happened in my life,

728
00:38:43.639 --> 00:38:46.920
and I somehow survived it all. And I talk about

729
00:38:46.960 --> 00:38:49.960
that on a financial perspective, I talked about that on

730
00:38:50.000 --> 00:38:53.639
a health perspective. You know, there's been dynamics where I

731
00:38:53.679 --> 00:38:59.280
think unless you really experience some of those very challenging

732
00:38:59.400 --> 00:39:04.320
dynamic times, you know, I think sometimes it's difficult because

733
00:39:04.360 --> 00:39:06.800
those are the opportunities to grow the most, and we

734
00:39:06.800 --> 00:39:10.480
shouldn't just automatically shy away from that because you know,

735
00:39:10.519 --> 00:39:13.239
you hit a level of complacency and then you're going

736
00:39:13.280 --> 00:39:14.719
to limit your growth one way or the other.

737
00:39:16.199 --> 00:39:19.800
Yeah, definitely. And the piece that you mentioned about dissecting

738
00:39:19.880 --> 00:39:25.119
because humans fear uncertainty, brain fears uncertainty, So laid out

739
00:39:25.159 --> 00:39:29.400
what's the worst thing that can happen, and when you

740
00:39:29.480 --> 00:39:34.760
see excuse me, when you see that, Okay, these are

741
00:39:34.800 --> 00:39:37.920
the outcomes that are possible that you're fearful of, then

742
00:39:37.960 --> 00:39:39.880
you have a way to kind of create a solution

743
00:39:40.199 --> 00:39:45.639
or a pathway through that. And that's really a good

744
00:39:45.679 --> 00:39:48.360
way to kind of move through those types of uncertainty

745
00:39:48.400 --> 00:39:53.280
and fears. So tell us like a little bit about

746
00:39:54.239 --> 00:39:57.519
how people could get involved with the mission of your

747
00:39:57.559 --> 00:39:58.719
company if they wanted to.

748
00:39:59.559 --> 00:40:03.639
Yeah, so we talk about, you know, all the time,

749
00:40:03.679 --> 00:40:06.000
it takes a village to accomplish what we're doing, and

750
00:40:06.159 --> 00:40:11.119
so we definitely have state partnership economic development partnerships that

751
00:40:11.159 --> 00:40:13.639
come to us and say, hey, here's a community or

752
00:40:13.679 --> 00:40:16.760
here's an area that you maybe look at. So by

753
00:40:16.760 --> 00:40:20.360
all means, that's where our supply chain starts if you're

754
00:40:20.360 --> 00:40:23.000
in a rural town or in a rural community. We

755
00:40:23.079 --> 00:40:26.360
have ten locations today, we're expanding quickly. You can go

756
00:40:26.400 --> 00:40:28.880
to our website and see if any of those locations

757
00:40:29.000 --> 00:40:31.639
either you know, are local to you and you're interested

758
00:40:31.639 --> 00:40:34.000
in opportunity, or if you want to move to a

759
00:40:34.039 --> 00:40:36.559
rural community, you can kind of see the locations we're in.

760
00:40:37.159 --> 00:40:39.920
And then third, obviously is just getting the word out.

761
00:40:40.239 --> 00:40:43.280
We present companies every day of the week, multiple times

762
00:40:43.280 --> 00:40:46.800
a day, just sharing our mission and reminding them kind

763
00:40:46.840 --> 00:40:49.599
of the opportunity to bring this work back in country

764
00:40:49.639 --> 00:40:52.760
and the profound impact that we can have. So we

765
00:40:53.119 --> 00:40:55.760
say all the time, that's spreading the word, you know,

766
00:40:55.920 --> 00:41:00.000
sharing our company name. If there's executive executives out there

767
00:41:00.079 --> 00:41:02.840
that are looking to bring work back in country, by

768
00:41:02.840 --> 00:41:05.039
all means, give us a call. And that is a

769
00:41:05.079 --> 00:41:07.719
huge part of it is as a fast growing small

770
00:41:07.800 --> 00:41:13.079
company is the constant, incessant news cycle where there's so

771
00:41:13.280 --> 00:41:16.360
much information out there. I think it's sometimes difficult to

772
00:41:16.440 --> 00:41:19.639
break through as this mighty engine that could saying hey,

773
00:41:19.719 --> 00:41:23.159
we're here. If you need us, call us. And there's

774
00:41:23.159 --> 00:41:25.000
at least several times a week where we get on

775
00:41:25.079 --> 00:41:28.320
with Fortune five hundred companies, which is a core foundation

776
00:41:28.360 --> 00:41:32.000
of the clients we support, and they say, wow, I've

777
00:41:32.039 --> 00:41:34.400
never seen anything like this or never heard about anything

778
00:41:34.480 --> 00:41:36.480
like this, and this is a great, brilliant idea and

779
00:41:36.519 --> 00:41:39.119
you have to love what you do, and we say,

780
00:41:39.119 --> 00:41:43.039
absolutely we do, and hopefully there's an opportunity to partner.

781
00:41:43.239 --> 00:41:46.679
So there's definitely a bunch of different facets to make

782
00:41:46.760 --> 00:41:49.199
us successful in how we kind of build the business

783
00:41:49.199 --> 00:41:51.639
and how we're growing fantastic.

784
00:41:51.719 --> 00:41:53.719
So if somebody wanted to reach out to you in

785
00:41:53.760 --> 00:41:57.920
your capacity of chief growth officer or for any of

786
00:41:57.920 --> 00:42:01.719
the different modality that you have shared that people can

787
00:42:01.800 --> 00:42:05.119
help your company, whether it's angel investors or other companies,

788
00:42:06.280 --> 00:42:08.000
tell us, like, you know a couple of ways that

789
00:42:08.039 --> 00:42:08.719
they can reach you.

790
00:42:09.559 --> 00:42:13.599
Yeah, So obviously I'm on LinkedIn. You know that was

791
00:42:13.639 --> 00:42:16.239
linked here. People can message me for sure. That is

792
00:42:16.280 --> 00:42:18.280
an easy and quick way to get to me directly.

793
00:42:18.760 --> 00:42:21.320
If you're interested in information about the company and you

794
00:42:21.440 --> 00:42:25.039
go to provalis dot com, there's an get info button

795
00:42:25.159 --> 00:42:27.039
and you can press kind of you know, get more

796
00:42:27.039 --> 00:42:30.320
information and message our team. That communication goes to our

797
00:42:30.320 --> 00:42:32.880
marketing team and our you know, local development team as

798
00:42:32.920 --> 00:42:36.280
well as our recruiting team, so that kind of you know,

799
00:42:36.400 --> 00:42:40.039
hits a bunch of different groups within our organization. We're

800
00:42:40.239 --> 00:42:43.880
pretty direct access organization. I think this is you know,

801
00:42:43.960 --> 00:42:46.880
what has enabled us to grow as fast as we

802
00:42:47.320 --> 00:42:51.519
have is we're very sticky. So we're totally accessible. And

803
00:42:51.639 --> 00:42:54.159
if there's someone you know in our organization outside of me,

804
00:42:54.599 --> 00:42:57.400
you know, within the company that you're connected with, feel

805
00:42:57.400 --> 00:43:00.960
free to message them as well. I think we're all

806
00:43:01.039 --> 00:43:04.239
ultra responsive, so you'll get a response for sure.

807
00:43:05.480 --> 00:43:08.599
Well, lovely, Well, thank you for joining us, Laura, any

808
00:43:09.159 --> 00:43:11.000
last thoughts you'd like to share with our audience.

809
00:43:11.400 --> 00:43:14.440
No, thank you for taking the time and the fun

810
00:43:14.480 --> 00:43:17.119
dialogue this morning, and appreciate you, you know, helping us

811
00:43:17.159 --> 00:43:19.800
highlight our mission and you know what we're trying to

812
00:43:19.800 --> 00:43:22.480
do with the Provolus. But no, it was great. And

813
00:43:22.800 --> 00:43:26.159
I tell people all the time that don't be fearful

814
00:43:26.159 --> 00:43:30.280
of changing jobs or changing industries or change don't be

815
00:43:30.320 --> 00:43:33.400
fearful of doing it while you're a mom. My girls

816
00:43:33.400 --> 00:43:37.440
are now twelve and fourteen. They are incredible humans and

817
00:43:37.800 --> 00:43:40.599
it has been one of the greatest satisfactions of my

818
00:43:40.760 --> 00:43:45.079
life and most fulfilling opportunities is to raise two little

819
00:43:45.079 --> 00:43:46.800
people and to kind of see what they're going to

820
00:43:46.800 --> 00:43:50.119
accomplish in their life. So I would say, don't be fearful.

821
00:43:50.719 --> 00:43:52.519
If you're trying to figure out how to balance it,

822
00:43:52.840 --> 00:43:53.639
you can find a way.

823
00:43:54.840 --> 00:43:57.480
Well, thank you, and I'm positive that your goals are

824
00:43:57.480 --> 00:44:00.960
going to be wonderful, wonderful human beings. And given that

825
00:44:01.079 --> 00:44:04.920
you are their mom and listeners, I invite you to

826
00:44:05.159 --> 00:44:08.840
especially check up Provolis dot com and see if you're

827
00:44:08.880 --> 00:44:11.119
in the community, and I know that you know some

828
00:44:11.199 --> 00:44:13.880
of you are in corporations, entrepreneurs. See how you can

829
00:44:13.880 --> 00:44:18.880
get involved, because, as y'all know, I'm big about impact,

830
00:44:19.400 --> 00:44:25.159
because life without impact remains empty. So as we always

831
00:44:25.159 --> 00:44:28.039
talk about kindness, check it out and see how you

832
00:44:28.079 --> 00:44:31.440
could get involved. Spread the word, share the mission because

833
00:44:31.480 --> 00:44:35.400
especially our veterans are close to our hearts. You know,

834
00:44:36.199 --> 00:44:39.480
we enjoy our freedom because of them. And also like

835
00:44:39.639 --> 00:44:43.119
bringing up rural communities back up again, how strong and

836
00:44:43.159 --> 00:44:46.440
powerful that can be. So invite you go ahead, share

837
00:44:46.480 --> 00:44:49.920
the message out, share the episode with more people. And

838
00:44:50.000 --> 00:44:52.199
as you all know, I don't ask y'all a whole

839
00:44:52.239 --> 00:44:55.920
lot because I'm here to support you to live the

840
00:44:56.000 --> 00:45:00.119
life you want, and let's keep the kindness circle going

841
00:45:00.159 --> 00:45:03.760
by sharing this out. So thank you again Laura for

842
00:45:03.840 --> 00:45:08.679
joining us and your company for doing such work with

843
00:45:08.920 --> 00:45:13.639
mission and impact. And thank you wonderful audience for being

844
00:45:13.679 --> 00:45:15.760
part of her show because without you, the show would

845
00:45:15.800 --> 00:45:19.960
not be possible. Let us know how we can support you,

846
00:45:20.280 --> 00:45:23.800
who we can bring so that you lived the life

847
00:45:24.119 --> 00:45:27.320
you deserve. And thank you one for making the show

848
00:45:27.360 --> 00:45:30.760
technically possible. Be well and take care until next time.

849
00:45:32.159 --> 00:45:34.559
Thank you for being part of Beyond Confidence. With your

850
00:45:34.559 --> 00:45:37.159
host dv Park, we hope you have learned more about

851
00:45:37.239 --> 00:45:39.840
how to start living the life you want. Each week

852
00:45:39.880 --> 00:45:42.960
on Beyond Confidence, you hear stories of real people who've

853
00:45:42.960 --> 00:45:47.159
experienced growth by overcoming their fears and building meaningful relationships.

854
00:45:47.480 --> 00:45:50.599
During Beyond Confidence, v Park shares what happened to her

855
00:45:50.719 --> 00:45:52.880
when she stepped out of her comfort zone to work

856
00:45:52.920 --> 00:45:56.119
directly with people across the globe. She not only coaches

857
00:45:56.159 --> 00:45:59.800
people how to form hard connections, but also transform relationships

858
00:45:59.840 --> 00:46:03.119
to mutually beneficial partnerships as they strive to live the

859
00:46:03.159 --> 00:46:05.519
life they want. If you are ready to live the

860
00:46:05.559 --> 00:46:08.639
life you want and leverage your strengths, learn more at

861
00:46:08.760 --> 00:46:13.280
www dotwpark dot com and you can connect with want

862
00:46:13.559 --> 00:46:17.519
contact atwpark dot com. We look forward to you're joining

863
00:46:17.599 --> 00:46:18.239
us next week