Empowering Teams: Unlocking Passion and Purpose for Lasting Organizational Impact - Nicole Vallance

Speaker 1: 0:01

Hey Uncommon Leaders, welcome back. This is the Uncommon Leader Podcast and I'm your host, john Gallagher. In today's episode, I had the absolute privilege of connecting with Nicole Valance. Nicole was a passionate speaker, leadership coach and organizational consultant who was dedicated to mobilizing leaders with passion and purpose. Join us as Nicole shares her valuable insights on cultivating a contagious culture and developing exceptional leaders. Nicole has devoted her life to becoming a leader who can positively influence others and, with an unwavering determination and inspiring faith, nicole seeks to honor her grandfather's legacy by embracing opportunity, inspiring others and making a lasting impact in her personal and professional pursuits. Her journey and expertise will inspire you to make a lasting impact in your own leadership journey. So let's get started. Nicole Valance, welcome to the Uncommon Leader Podcast. It's so good to have you on the show today. How are you doing?

Speaker 2: 0:59

Doing great. John, Excited to be here. Thank you so much.

Speaker 1: 1:02

I think it's going to be a great conversation. I'm looking forward to our time together today and I know that the listeners are going to find value in what you have to say. I'll start you off, just like I start every first time guest which I'm glad you are first time guest on the podcast with the same question everyone else always gets, and that's to ask you to tell me a story from your childhood that still impacts who you are today as a person or as a leader.

Speaker 2: 1:24

Yeah, I'll tell you a story. Leadership is so important. Leadership to me is about having an impact and influence on people, and one of the people that had the greatest impact on me when I was growing up was my grandpa. He passed away when I was in fifth grade. But, john, I remember when he was in the ICU and he had just had his leg amputated because he was diabetic and had gangrene and he had had an open heart surgery and I was sitting on his bedside and we knew that he was dying and he said you know, nicole, I don't know what it is. He said I love all my grandkids, but there's just something about you that I can't knock out of me and I just will never forget that. And I remember as a little girl feeling like I was my grandpa's favorite. I mean, I wanted to go with him everywhere. He had this old, beat up Ford pickup truck. He was the you know, he worked for Wonder Bread and my grandma was the you know, the ice cream lady. And my grandma and grandpa were people would say that they were doormats. The people walked all over them. I never heard them say a negative thing about anyone. They were kind, they were loving, and I felt that from my grandma and my grandpa, but especially my grandpa, and that impacted me so much, john, because I think, especially even with me, with children I've got two nieces and three nephews and you know I'm a California credentialed teacher also and I have just learned that it's not so much about what you know and leadership principles, but it's how you make people feel. And so if you can make people feel like you love them and believe in them and see them, you'll be able to take them to you know where you're going, to your vision, but help them come into their vision. And you know leadership is about serving people, loving people, seeing them as better than you know they see themselves, and that really impacted me because I felt that growing up for my grandpa.

Speaker 1: 3:29

Love that. I love the stories where we have those families and the ones that have impacted us in the past, and one of the things that I chat about in the coaching model that I use is the greatest story ever told and ultimately, it is that purpose, it's that opportunity that when someone gets the chance, somebody asks them to say who's had a positive impact on my life, you know they write your name on that list. On that list they may never get to know that. You know your grandfather, as you mentioned. He said you were special to him, but to have that name pop out in terms of going through and saying, yes, he's had a positive impact or she's had a positive impact on my life, I don't know that there's any better recognition for having an impact, for how you made somebody feel. Love that as a tip as well, in terms of not just what you know but how you made them feel. So my Angelo made that quote very famous as well in terms of that going forward. So thank you for sharing that story and I know it's impacted. You know we you and I have had a couple of conversations prior. I know it's impacted the work you're doing today in terms of wanting to influence and be a coach and those types of things. So tell me a little bit of that post kind of leader. You have a, you have a career in ministry that has really prepared you for this to influence the lives of others and now you're a consulting and coaching company for business. So just tell me a little bit about that journey and learn a little bit more about you.

Speaker 2: 4:49

Sure? Well, yeah, I've been in ministry for almost 20 years now and I did not grow up in church. I grew up, you know, in a good family. We went to Catholic church on Christmas and Easter. I gave my life to Christ when I was 19 years old, in college in Chico, northern California, and I really had a great experience with God and what I saw, john, is the impact that you have on people when you create an experience that they want to be a part of. In the church that I was pastoring, we had over 350 volunteers and people loved the culture that we created. They were so passionate about discovering their purpose, about leading, about being empowered, and I made the decision a few years ago to start consulting for-profit organizations because, john, most of our waking lives are are lived at work, and and I believe that it's great to go to church on Sunday and there's a lot of value in that but I think the greatest impact that we have is when you know we're working with people and pouring into them and developing them in our regular everyday lives, and I love leaders, and so the past few years, I've been working with organizations and I have just found that, being around people of all different walks, of all different belief systems and helping them understand the power of vision, the power of creating a culture that people want to be a part of. I have a lot of friends along a family that are not Christian, john, and I think, wow, like what if they had a boss or an organization that they worked for, that they worked in, that they could not wait to get up and go to that. They were, you know, a part of a tribe, a part of a community, a part of an organization that had a purpose that mattered, and so so that's the work that I do. I consult churches. I love working with churches, but the majority of the work that I do is working with organizations. I'm an organizational girl. I love developing leaders. I help, you know, employers, ceos, entrepreneurs, engage their employees so that they can increase their impact in profitability.

Speaker 1: 7:16

Love that. There's two things that I kind of made some notes on. I mean there's a lot there and I want folks to think about that as they go forward and the impact that we can have. That it's not really about where we work as well, that it's just about the opportunity we have to influence others and to lead. But you talked about inside the church a group of 350 volunteers I mean John Maxwell would say something about. You want to give somebody a really challenging leadership position, have them lead volunteers, Because you have all the influence on none of the authority. You can't really tell them what to do. Your salary is not that good as volunteers. You can double it all you want to and you're not going to get there, and it's a big part of your model. With regards to engagement, it's a big part of what you talk about. So how have you taken how you influenced 350 volunteers in your ministry and brought that to the business? How can people stay and get their employees engaged?

Speaker 2: 8:04

Yes, great question, john. Thanks for asking that. A lot of us we know this, we've heard this that people don't stay for the paycheck. We know that. There's a lot of people that we can pay them more, but that doesn't necessarily mean that they're going to be more engaged. And so Gallup did the study in 2019 and found that 80% of the workforce is disengaged, and one out of every five of those are miserable at work. Why? Because they're not making enough money. No, gallup did that study and they found that disengagement at work is directly correlated to the employee's relationship with their direct supervisor, and one of the remedies to that is the direct supervisor having one-on-one meetings with their team each and every single week. And so what I have found, john, that I did in the work that I was doing at the church and that I do with companies now, is telling employers right leaders. It does not matter how great of a vision you can cast and how smart you are. What really matters is do the people that are reporting to you feel like you see them, like you know them, like you care about them, and are you working with them on a one-on-one basis to grow, to be coached? Those people, john, don't have somebody that knows their children's names, that knows the birthdays, that know the anniversaries, that are coaching them. So many bosses. They want somebody to come in and be a pay-setter and have it all together and they think that Cobies are born. They're not born. Cobies are developed right. We need somebody to want to have goals and ambition. But even the Cobies and Michael Jordan's of the world need a leader to pour into them and to work with them. And John, like I found in the work that I did with the church that it didn't take much but pouring into my leaders and believing in them and serving them. I mean I remember two of our leaders. You know they had two children. They were young, they were at all the meetings they volunteered and it meant everything in the world to them. When I personally would send them on a date night and I personally would come and watch their children and then scrub their floors and clean their house, I could hire somebody to do that, but it meant so much more that I would do that and it's just a way to serve people and honor people and that's what. It doesn't really matter what we're doing, whether we're working in manufacturing or logistics or, you know, disneyland, netflix. It matters people, or people, and every single person employee at our, at our companies, want somebody to believe in them and to meet with them. And that's what I've learned. I'm not the smartest leader, john. I'm not the best Bible teacher no, you know, I've read the Jim Collins books and I've studied Simon Sinek and Patrick Lincione, like everybody else. But the game changer and engaging our employees is developing people, meeting with people, caring about people.

Speaker 1: 11:13

Love that. I am curious because, as you go in, my guess is they call you because they need to develop that. They see that in you, they need to develop that. What are the things that are getting in the way of leaders developing other leaders? What are the barriers that you see when you're there?

Speaker 2: 11:27

Sure, most people don't know. We are not taught how to lead. We go to school, we're taught a skill, we're taught a trade, we're taught how to do a P&L, but we are not taught how to develop the emotional intelligence side of leadership. And so what I have found is, if I can give business owners a system right, I have developed the mobilization model, which is four phases, 12 steps, of how to mobilize and fully engage your entire organization to accomplish a mission and a vision. Most leaders just have never had anybody teach them practically how to engage people, and I think that's the biggest factor, john is just we have not been taught, we do not know, and until we have somebody that has built an organization that has engaged teams, which I have we don't know. We just don't know how to do it.

Speaker 1: 12:28

I was thinking about that as well. It's interesting to say that those blind spots don't exist. Our education system doesn't teach it. In terms of that, you're exactly right. They teach good engineering skills, they teach good skills to do accounting and income statements and balance sheets, but they're not teaching them how to deal with people on a regular basis, and we only learned that through observing, through our parents, through church, through the schools that we've been in, the people that we engage with. But until that blind spot is brought out to them, it's something that could be very difficult to overcome. Okay, you talked about the mobilization model and the first phase, the four phases you go through, and the first one is to catch the vision. So how do you help organizations catch the vision there?

Speaker 2: 13:09

Yeah. So casting vision is incredibly important. If we want people to do what we want them to do, we have to be so clear about why we want them to do it and where we're going and how we're doing it. So when I think about casting vision, so that people can catch the vision we talk about, simon Sinek, start with why the golden circle. So, number one, we have to have a mission. That matters, john, and I'm not talking about a mission statement that's in the employee handbook, that's a paragraph long. I'm not talking about the mission statement that's on the wall. I hope we have those, but I'm talking, john. The first step in casting vision so that our employees catch it and believe in it and buy into it is it must burn in our hearts. As leaders, we must wake up each and every single day and go to work because we believe in our organization, we believe in the work that we're doing, and so there's this quote that says if we want our people to believe, they must see as hemorrhage. And so the point is is, whatever we are, our employees and our team will be a little less than, and so the first step in casting vision is we have to be drinking the Kool-Aid, for lack of better words. We have to actually believe in the work that we're doing. I tell leaders if you don't have a mission that matters, then we really don't care. If your organization grows and your mission can be helping people make more money so that they're able to do what they want to do and make a difference in their family, that's a mission. But whatever the mission for your organization is, whatever the why is, you have to believe in it and you have to talk about it and you have to celebrate it with your people. So that's the first step, is why we exist. The second step is the culture. John Wooden, the famous UCLA basketball coach, talks about the power of culture. He tells the story of when he would have new players come onto his team. He would say there's a lot of different ways to tie your shoes, but here on the UCLA basketball team, this is how we tie our shoes. And what he was saying is there's a lot of culture. There's a lot of different ways to make decisions, but here in our organization, here on our team, this is how we make decisions. And so leaders have to be very clear about the culture that they want to create. The environment. A great company, great companies like Zappos and Southwest Airlines are known for their culture Chick-fil-A. And so leaders, if they want to cast a vision, to mobilize their team, to accomplish a mission that matters, have to be very clear about the culture. So those are two of the four steps in the vision phase.

Speaker 1: 16:03

Hey listeners, I want to take a quick moment to share something special with you. Many of the topics and discussions we have on this podcast are areas where I provide coaching and consulting services for individuals and organizations. If you've been inspired by our conversation and are seeking a catalyst for change in your own life or within your team, I invite you to visit coachjohngallaghercom forward slash free call and sign up for a free coaching call with me. It's an opportunity for us to connect, discuss your unique challenges and explore how coaching or consulting can benefit you and your team. I'm here to equip you and encourage you every step of the way. Okay, let's get back to the show. Love that. Thank you for sharing that, and I know we're going to put some information on how folks can get in touch with you at the end to be able to talk. I want to talk about number 300, second, but I want to touch on something you said about the burn, and that's the very important creating that, why Simon Sinek talks about starting with, why absolutely and you you even said it as you went forward in terms of helping people make more money. I call it the. So that what is the? So that that actually occurs, and to me that is biblical as well. That word the word is the word is the word those two words. So that appear so many times in the Bible that when you hear those two words, know that whatever's coming right after that is a very important reason, okay, why you need to follow the words that are in that script, and I think that's something that I've used in terms of that reason for action or why we need to change, because things might be going okay, but if you can't attach to it from a burn standpoint, it's going to be very, very difficult to move folks forward, absolutely. Thanks for sharing that. I want to touch on another one, number three, because I actually just thought it was something that I faced as a dilemma myself so I know other leaders do and that's training that transforms. I mean, training is training right, they can read the manual, they can read the standard work, they can get those things done, but in your eyes, tell me a little bit more about training that transforms and how do we transform people with that?

Speaker 2: 18:01

Sure, yeah. So, john, people can go to any company and make money, right, they really can. There's there's plenty of companies that are hiring right now, but they can't go to every single company and get training and learning, grow with no strings attached. Is it such a bad thing and Seth Godin talks about this, right, the author of lunchpin Is it such a bad thing if we train our employees so well that other companies want to recruit them? We should have a reputation, john, and our companies that are training is best in class is so tough, top notch that people want to come and be a part of our organizations because they know if they just work for us for even a year, they are going to be 10 times better than if they go, invest their lives in their time and for any other company. And a lot of times we have this. We hold back on people because if we train them to be the best, then they might not stay. Well, if you train them to be the best and you have a mission that matters and you've created a culture and a tribe that people want to be a part of, they likely are not going to leave. But great if they do. Great if they do great if they go work for somebody else and are that much better. We have to lead our people with open hands, and so when we talk about training that transforms, it's training in a trade, training in a skill, resourcing them, paying the money for your employees to get the coaching, to go to the school, to take the online classes that has to be a huge priority. Our people have to feel like they are getting better in every area of their life because they're working for our company, and that'll transform their whole life, not just the work that they do for our companies, but the training that we give them for everything that they're doing in their lives.

Speaker 1: 19:50

And that's what we're doing on the call. I agree 100%. It's something you think about as well as that, we choose not to train them and then they'd stay. That's that's one of the fears as well in terms of going through the organization. If you don't train them and they stay, they don't grow. Your business is not going to grow as well. You talk about some of the do's and don'ts of leading leaders who develop other leaders. Help help our listeners out. What do they need to do to develop other leaders? What do they need to not do? Sometimes as important as what they need to do to develop other leaders.

Speaker 2: 20:21

Okay, here's the big one, John, and if your listeners can please listen to this, one of the big things that they must do is what Jim Collins talks about when things are going wrong, they must look in the mirror. They must look in the mirror and say how can I lead better, how can I be better, how can I be different? What do I need to learn and grow as a leader? That is a big thing that they need to do. What they don't need to do is, when things are going wrong, blame others, point the fingers at others, criticize others, look at how their team is failing. That is a huge, huge problem. When things are going right, what they need to do is look out the window, so to speak, to what their team is doing well, to what their team is doing right. Don't take credit for yourself. So do give credit to others and don't take credit for yourself. So that's a big one that I talk about, john. I joke with people and I say I have two JCs in my life Jesus Christ and Jim Collins. You know both have been incredibly important for me in terms of my career. And Jim Collins talks about if we want to become great and not just settle. You know, good is the enemy of great, and if we want to become great, then we must become a level five leader. So do serve people, do look in the mirror to see how you could grow and be better, and do look out the window, so to speak, to what others are doing. Right. That's a huge do, and don't have leadership. I think it's one of the most important things that we can do and, john, we don't do it. When things are going wrong, we immediately and we know that we do we look to see what is my team? Who didn't make the call? Who lead the meeting? We need to be more manager and say oh, they're, they're not getting their team to sell and to and to meet with people and do the job. We need to hire more people. No, no, no. You don't need to hire better people, you need to be a better leader. Okay people are the same across the board, john, same in California as they are in New York. What makes the difference in organizations is not the people that we hire, but the leader that we are. And so do look at yourself, do grow, do challenge yourself, do watch the videos and have a coach and be better, but don't blame your people. It's a big one.

Speaker 1: 22:39

Love that do's and don'ts, and I can see that as you go through. I see that as I go through organizations on a regular basis. They're good at taking credit and they need to be better at giving credit, absolutely. So let's talk about you just a little bit. I'm on assume, since many of the books you've mentioned, many books are authors, at least through this journey, and so you are a read and avid reader. Tell me about some of the other ways, or maybe even that what are the disciplines that you use to stay ahead and grow your leadership skills?

Speaker 2: 23:08

Well, just like everyone else, I mean, I hope that we have Audible and Kendall and podcasts and are listening to the books all the time. You must have a book that you're listening to right now. You know, right now I'm listening to the book Million Dollar Consultant. Right, and it's because I wanna get better as a consultant. You know that's what I do for organizations. I just finished the book Relentless by Tim Grover, which is phenomenal. Love that book. Million Dollar Coach. Okay, there we go, John, there it is. Million Dollar Coach. So you know I love that. So I think that that's just a habit. What conferences are you going to? Right, it can be any. I went to the Grant Cardone 10X conference in Vegas in February and, yes, I love listening to Tim Tebow and Dana White and Megan Kelly and all the people that he had there, and you know, a few years ago he had a Tim Story on there who I'm sure your listeners know and love. But you know you go to these conferences, yes, for what you're gonna learn, for the people that you're gonna meet, and so I think that's a huge discipline is. Don't get stuck in just the nine to five and staying in your city and at your company. Go and network. Be a part of networking groups, right. Become a part of a Vistage Group, right. Join networks like we're in brand builders, right. Or there's another network that I love, h7. And surround yourselves with people that are your peers, that are smarter than you, that can pour into you. If you are in leadership, john, if I'm in leadership, and we don't have people that are pouring into us, it's like driving a car with no gas. It's we need, as we're driving and as we're leading, we need other people to pour into us, and sometimes that's just putting ourselves in the right culture, in the atmosphere, not because even we need to learn, but we just need to be immersed in environments where we're thinking where you've done. You know that, john. If you're in a meeting with people that are negative, that are complaining, that are not learning and growing, it has an effect on you, it impacts you, and if you're in an environment where people are dreaming and thinking big, it's contagious. That's the power of culture. So that's one of the things that I make sure that I do as I go to the conferences and there's so many. Jocko Willink has phenomenal conferences. Right Again, I mentioned Grant Cardone, tony Robbins, upw. If you don't buy into the fire walking, I mean buy into being in an environment where leaders are learning and growing. So I think that's huge.

Speaker 1: 25:34

Thank you very much. I'd love to hear that too. In terms of the conferences, podcasts, books You're clearly on a journey. Is there any let's call it a unique habit that allows you to do that? Do you read daily? Do you try to target a number of books per year? How do you make sure that you do it? How do you hold yourself accountable?

Speaker 2: 25:53

I don't, john. I mean I probably should. So if your listeners have any tips and tricks for that, a tool that I use that I have found is helpful is Brenda Burchard has a high performance planner, and I highly suggest your listeners get that. What it does is it has a morning routine and a nightly routine and you're just evaluating how are you doing the six habits that he teaches of high performers. There's a science to high performers, and so what that does is it makes me reflect daily, weekly and monthly on what am I doing to learn and grow. What am I listening to? What am I reading? And so that reminds me. Okay, nicole, what are you listening to? What are you growing in? What are you doing to get better? And so, although I would like to say I listen to my Kendall and Audible book every single day, no, but I do my high performance planner every single day, and that reminds me oh, I need to start listening to the million dollar coaching. Right, I need to turn on my Audible account. So that's what I do, john just Excellent.

Speaker 1: 26:52

No, I appreciate that that's okay. I mean, sometimes it is. I can definitely hear that you're using that as a development opportunity and no doubt about it, and for me I've had one coach that gave me advice on a YouTube video one time. Just in a little YouTube short it said 10 pages a day. So if you can just read 10 pages a day of something, that's 24 books a year. It really is. I mean, because most of the books are somewhere in the neighborhood of 220 pages. For a leadership book, you're gonna be able to put in 24 books a year if you can just hit 10 pages a day. So sometimes I get behind and have to go through it absolutely.

Speaker 2: 27:25

Read 10 pages a day. There you go.

Speaker 1: 27:28

The. Let me ask you this so, nicole when is your book coming out?

Speaker 2: 27:35

One year. So I just hired a company called Signature Message and if any of you want to have a company, ghostwrite, publish the whole deal from A to Z. I highly recommend Signature Message. I'll give you the link, John, if you can put it in the show notes.

Speaker 1: 27:54

Yeah, I'll put that link in there. Absolutely Signature Message.

Speaker 2: 27:57

Yeah, Signature Message it's phenomenal they have published, you know, one of the biggest books that they've published is Tim Story's book, Miracle Mentality. And you know Tim Story, as your listeners hopefully know, is known all over the world Leadership coaching expert author. And so Signature Message, you know, wrote and published Tim Story's book and so they're working on mine right now, called the Mobilization Model.

Speaker 1: 28:25

So I want that mobilization. I was going to ask you what the name of it is going to be, too Okay.

Speaker 2: 28:28

Yeah, the Mobilization Model. If you are a leader and you want to mobilize or fully engage a team to accomplish a mission that matters, look for the Mobilization Model in one year and it's coming out in a year because I just brought on Signature Message to do it for me. Because, john, I don't know if your listeners maybe some of your listeners are so disciplined. I think if they've learned anything about me, it's that I have not yet started, but I will reading the 10 pages a day and writing every single day. But I'm not a writer, you know, I'm just not. I'm a teacher. I can cast vision, but we have to know where our strengths and weaknesses are. And now I'm just not going to write my own book, I'm just, and I'm not going to publish it and I'm not going to promote it. So Signature Message, I feel like has they're not cheap, but I do feel like they are the best in terms of writing your book, publishing it and helping you develop a system to monetize it. There you go.

Speaker 1: 29:19

I'm okay with that. I mean, sometimes we have to make a choice of the things. We are going to be right, and sometimes you know there are things we have to say no to so we can say yes to many other things. I got that in terms of I need to learn that even better. There's another book then sitting there. Buy Back your Time in terms of making sure you're utilizing your time most effectively. Use the areas that you're gifted spiritually, that you've been given by God, and then let other folks do the ones that you're not as spiritually gifted in. I mean absolutely in terms of going forward with that. So I've truly enjoyed the time today, nicole. I really only I always finish up with two questions. One is and this is your opportunity to let the listeners know how can they stay in touch with you and learn more about you?

Speaker 2: 29:58

So well. If your leaders will go to connectedwithnicholecom is my website and it's all of my social media handles. If your leaders will text a lead to 33777, so just text the word lead to the number 33777. I'll send them an article that Daniel Goldman wrote on leadership that gets results for Harvard Business Review, and and he goes over the four areas of emotional intelligence and the six leadership styles that we all need to be able to use, similar to if we're golfing, we need to be able to use our driver and our putter and our sandwich. There's six styles of leadership that we all need to be able to use, based on the four areas of emotional intelligence. I'll send them the PDF to that, as well as an assessment that they can take to identify what their top styles are and the styles that they need to work on, and then, in addition, I'll send them a link to set up a free strategy call with me. I tell all of my potential clients that you know you're not going to go wrong setting up a strategy call for me. I always do my first two zoom calls for free and I promise you, if nothing else, you're going to be talking about your business with another leader who has some leadership experience. You might, I might not be for you, but I never heard to just have a conversation with somebody about your business and the areas that you can learn and grow in, and if it is valuable to you, then we can talk about what bringing me on to your company as a consultant looks like.

Speaker 1: 31:24

Nicole, very generous in many fashions, the many different ways. So I'll put the links into your website. I will put the text in as well, to text lead to 33777. We'll put that in there as well, just as a reminder note, and have folks get in touch with you. Absolutely again, very generous, nicole. I truly enjoyed the time. I'll finish you off with the same question I always finish my first time guest with, and that's I'm going to give you a billboard anywhere you want to. Let's put it in Southern Cal, because you're gonna see I have a lot of people seeing it there in Southern California. You can put anything you want to on that billboard. What does it say and why does it say that?

Speaker 2: 31:59

Pray this God. If you're real, reveal yourself to me. Here's what I found, john. I prayed that prayer when I was in college. I said, listen, I don't want to go to church on Sunday because it's going to make me a better person. I don't think that people that go to church are better than other people who don't. To be honest on, I don't think that most Christians are better than most atheists. I just don't think that. I think to be a Christian is to be forgiven, not to be better than other people. And I prayed that prayer God, if you're real, make yourself real to me. And he absolutely did, john. And the reality is, you know God is real. He has a purpose and a plan for our life. And if you do not know God, if you are not a Christian, and you will pray that prayer God. I don't know if you're real, but if you are real, I'm open to having a relationship with you. Everything that I do, john, is about serving God, knowing God and helping other people know him. Of course, I would never force that on anybody or talk to people about it who are not ready. It's not part of my consulting practice. But at the end of the day, john. I am, unapologetically, a spirit filled Christian and want other people to have the same experience with the Holy Spirit that I have.

Speaker 1: 33:11

Nicole, thank you so much. Thank you for adding value to the listeners. The Uncommon Leader podcast. I wish you the best. I hope we stay in touch.

Speaker 2: 33:18

Thank you, John.

Speaker 1: 33:52

Until next time, go with Grow Champions.